As we celebrate Father's Day on June 17th, it's a fitting moment to reflect on how the working world is transforming to better support dads. Traditionally, flexible work arrangements have been seen as mainly for working mums. But in reality, to build genuinely inclusive workplaces, flexibility needs to work for everyone - mums and dads alike. 

In this blog, we're looking at the role that flexible work plays in empowering fathers. We'll explore how helping dads to take a more active role in caring for their kids is essential for achieving balanced, equitable workplaces. And we'll hear insights from working dads about their experiences.

Breaking down stereotypes: flexible work isn't just for mums

When we think of flexible work, our minds often jump straight to working mothers. There's a common stereotype that flexibility is primarily a women's issue, an accommodation made for mums struggling to balance work and family. But this narrow view needs to be addressed. 

The reality is that all parents, regardless of gender, can benefit enormously from flexible working. Dads, just like mums, want to be actively involved in their children's lives. They want the ability to adapt their work schedules to make time for school drop-offs, doctor's appointments, and quality time with their kids.

Yet outdated gender norms and expectations often hold men back from embracing this kind of flexibility. There's still a stubborn societal notion that childcare is predominantly "women's work," and that men should prioritise their careers over family life. 

As Richard Odufisan, co-host of the Tales From The Plantation podcast and former DEI Lead at Wayve, puts it: "While the stereotypes in society imply that parenting is just a woman's responsibility, we know that the shifting economic and societal reality means that it is most likely that both parents are working, so it's only logical that the caring responsibilities should also be shared more evenly."

Why is flexible working essential for working dads?

When fathers are empowered to take an active role in their children’s lives, it pays dividends for children, families, and society as a whole. Children with engaged dads show better outcomes in areas like academic achievement, emotional intelligence, and self-esteem. And men who are actively involved in parenting report greater life satisfaction and well-being. 

But being a working dad is hard to balance with the demands of work, especially in organisations with rigid, traditional work structures. That's where flexible work comes in. As Richard explains:

"Flexible working gives dads the opportunity to better manage their time and responsibilities, both at work and at home. Since the pandemic, the line between work and home has been continually blurred, and what we tend to see is that more often than not, work is expected to win if it's a choice between the two."

Ed Povey, Sales Performance Coach at Flume Training shares:

“Working part-time and remotely for Flume has afforded me the time to do nursery drop off’s and pick-ups, it’s meant I rarely miss bath time or reading my son a bedtime story, it’s enabled me to attend his nativity plays and sports days, it’s meant I have the time to take him to his swimming lessons and watch him go from complete beginner to swimming a width, it’s meant I get to spend quality time with him after nursery at the park. All the things I’d have missed if I was working full time for an inflexible business. We recently welcomed a new daughter to our family; I’m so pleased I’ll be able to be a big part of her childhood too.”

How can companies create a culture of flexibility?

Of course, having flexible work policies in place is just the first step. For these arrangements to really work for dads, they need to be embedded into the fabric of the company culture and EVP. 

As Alex Her, Global Employer Storyteller, puts it: "Having a policy in place is great, but if you don't feel like the culture truly supports you in taking advantage of the policies, it almost backfires." 

Building a culture where dads feel empowered to embrace flexible work starts with clear communication. Companies need to openly promote and encourage dads to utilise the flexibility options available. For Alex, the culture at his workplace made all the difference in supporting him to be the dad he wants to be:  

"I can see my son in the morning, check on him after a call, and walk steps away to be there for him after work. It's not something I was allowed to do years ago."

Managers to handle flexible work requests without judgement or bias is also key. Outdated stereotypes and stigmas about men's roles can lead to fathers being penalised for prioritising family. Companies must make clear that they don't just accept dads taking advantage of flexible work - they actively welcome and celebrate it. 

Leadership also needs to walk the walk on flexibility. When senior leaders role model adaptive work habits and make use of parental leave, it sends a strong signal that flexibility is encouraged for all. As Richard notes: 

"The most important thing for me feels obvious but can be so easy for companies to overlook: actually talk about the flexible working options openly and encourage people to make use of them. Focus on making sure the policies are clearly communicated and applied as consistently as possible across the company."

Joe O'Connor, CEO and Co-founder of Work Time Reduction, shares his thoughts on how a shorter work week can empower working dads.

"This Father’s Day, if you want to make a shift in your flexible work policies which can make a true difference to working parents in your organization, you should take a serious look at a shorter workweek.

The large-scale, high-profile four-day workweek trial in the UK involving 61 organizations in 2022 found that participating male employees spent 27% more time with their children on average, more than double that of women who took part in the trial (13%).

The transformative power of paternity leave

While flexible working policies help, companies shouldn't underestimate the impact of paid paternity leave either. With 1 in 5 dads saying that no parental leave options were available to them following the birth or adoption of their child it's so important for companies to prioritise this policy.

Richard shares how extended paternity leave policies made a significant difference for him as a new dad:

"At Deloitte, as well as the hybrid working model, I was able to take 3 months off for parental leave when my son was born. This was due to them offering 4 weeks of paternity leave (instead of just 2 weeks' statutory paternity leave) at full pay, AND also provided me with full pay during Shared Parental Leave in the first 3 months, so I took an extra 8 weeks of SPL, which might otherwise have been unaffordable if we only had statutory pay." 

For Alex, his company's 12 week paternity leave policy has been transformative too: "With my other two kids, I had a total of 6 days off, which just isn't enough time. Having 12 weeks off for my latest addition has been a game changer and just great for my mental health."

Providing ample paid time off for new dads means they can be fully present in those crucial early days of their child's life. It sets the tone for their involvement as a parent, and challenges the outdated notion that caregiving is solely "women's work." 

Breaking down barriers and stereotypes

Still, even with the right policies and culture in place, embracing fatherhood can feel daunting. Many dads struggle with guilt about taking time away from work, or worry it will negatively impact their career trajectory.  Overcoming these mental blocks often takes conscious effort. 

Alex's advice to working dads who feel conflicted about taking time off? "Don't feel guilty. The first few weeks or months that your child is around is super important. You shouldn't feel guilty about wanting to be a good dad and being there for your kid."

Richard emphasises that dads shouldn't feel like they're alone in struggling to balance work and family. "Even though it feels like you're going through this all on your own, and you're the only one dealing with certain challenges, you're not. Talking to peers who have faced similar challenges and talking openly about their feelings can really help." 

Indeed, working dads have a vital role to play in breaking down societal stereotypes about gender roles and parenting, both at home and in the workplace.  As Richard explains:

"Working dads can challenge stereotypes not just by taking leave when children are born, but by actively participating in caregiving and domestic responsibilities. Just as working and earning are shared responsibilities these days, so is parenting. At work, they can advocate for flexible working policies and support their peers in using these options. By openly talking about their roles as caregivers and balancing work and family, they can help normalise these behaviours and shift cultural expectations."

The more that men are seen and heard embracing active fatherhood, both through formal flexible work arrangements and in the informal day-to-day choices they make, the more these outdated stereotypes will crumble. Gradually, involved fatherhood will become a norm rather than an anomaly.

Making flexible work work for dads

So how can companies make sure their flexible work policies and culture are truly serving dads' needs? The most important thing is to treat support for working fathers as an ongoing priority, not a one-off initiative.

"The main thing is knowing that no policy is ever a one-off. Continuous improvement is needed and can be achieved by acting on the feedback received and making necessary adjustments to the policies," notes Richard.

Seeking input from dads is important. Use employee surveys, focus groups, and informal feedback channels to understand what's working and what can be improved in terms of flexible arrangements and leave policies. Track metrics like uptake of parental leave and flexible work among dads, as well as retention rates and engagement scores for working fathers. Most importantly, be willing to iterate and adapt based on what you learn.

Alex's advice for other companies looking to enhance their support for working dads is : "Take the leap and offer support to your working fathers. It's no longer a ''nice-to-have” benefit, as it is something that we're looking for wherever we choose to work next."

Indeed, as conversations around the importance of paternal involvement grow louder, organisations that don't prioritise empowering dads risk falling behind. Increasingly, top talent (both men and women) are looking for employers who recognise the importance of flexibility and work-life integration.

By taking a proactive approach to building flexible work arrangements that work for dads, companies can position themselves as employers of choice. More importantly, they can play a pivotal role in redefining fatherhood for the modern age and creating a more just, equitable society.