Studies have shown that 76% of working dads want greater job responsibility and 58% want to get into a senior management role. These career aspirations add pressure to men because fathers have the constant fear of being able to provide for their families and with added greater working responsibilities and higher management roles means less time to be spent at home with their family, impacting upon their work-life balance.
Even without the added pressures of potential career advancements and responsibilities, men are afraid to share how they feel about balancing out their work-life because it’ll have a negative impact on their masculinity.
Employers aren’t doing enough for fathers to work flexibly and what they should be doing is acknowledging the silent struggles men are facing. More men are taking an active role in parenting, however, employment practices and government legislation haven’t always been updated with current trends.
Flexible working is primarily associated with women as they are the main carer for their children. Females aren’t facing the same struggles as men because it is socially acceptable for them to discuss with each other how they can balance out their home and work-life.
Working flexibly gives an individual the ability to maintain career development and personal growth during periods of increased family commitments. It also allows an opportunity to continue to work whilst reducing work-related stress.
All of the above benefits should be balanced out between both genders and organisations need to encourage men to work flexibly and show them how they can request time off work. This stereotype of women being the first and foremost carer for their children needs to be removed, as not only will it benefit both parents, but also children. There needs to be a happy medium between both men and women looking after their children.
From an employer’s perspective, offering flexible working will help to increase productivity, decrease absences and increase retention of valued staff members. This shows not only is the employee benefitting but also the employer.
If you need advice on how to create a flexible working policy, please contact a member of the team who will be more than happy to help guide you.
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