This article is a guest contribution written by Chester Avey, who is a father of three.
While mothers often feel societal pressure to put parenting ahead of their careers, dads often feel the reverse. Many men would benefit from more flexibility in their working arrangements with their employers, but unhelpful stigma holds them back from obtaining that flexibility – or even asking for it.
An article published in The Guardian last year highlighted the barriers that prevent men from seeking more flexibility or applying for part-time positions. The article pointed out that some men won’t even consider going part-time because they adamantly believe that their requests will be refused or that their careers will suffer as a result. And dads are more likely than moms to view their financial provisioning as essential to how they contribute to their families.
Employers should view working fathers as equally eligible for flexibility as working mothers. Dads can be equally busy juggling demands from their jobs and their families, and dads are sometimes primary caretakers for children. Like moms, dads benefit from having a more manageable work-life balance that part-time and flexible working hours can give them. Most fathers want to be present for their children and involved in their lives.
The pandemic significantly changed how many businesses operate. In a number of industries and jobs, flexible working has become more actively encouraged, opening up more opportunities for dads and moms to consider remote and hybrid working arrangements. This new work-from-home norm encourages employers to offer a mix of remote-working, flexible hours, and part-time options. Both moms and dads are actively seeking flexibility when looking for a new job or making a career change.
See related: Joyful Spokane Dad Reunites With Kids After 6 Years Apart
Benefits of flexible working for fathers
Flexible working arrangements for fathers can enable them to:
- spend more time with their children
- reduce the need to commute
- be involved in their children’s education
- support more with school drop-offs and pick-ups
- stay in a position longer
- enjoy a more well-rounded work-life balance
The benefits of flexible working straddle the gender divide. An increase in flexible working arrangements for men might benefit the workforce overall in the form of improved retention rates, better morale, greater job satisfaction, and fewer absences. The willingness of companies to become ‘flexible for all’ will attract a more diverse workforce and help make the job market more inclusive.
Meanwhile, for sectors where remote working is not an option, such as the construction industry and manufacturing jobs, other benefits for fathers have resulted from the pandemic. These include a greater emphasis on supporting employees’ mental health and well-being, and comprehensive employee benefits programs to boost morale among staff and improve overall productivity.
While there are many advantages to flexible and remote working options, there are disadvantages to remote-working too. For fathers who earn most of their family’s income, there might be a tendency to not ‘switch off’, with working hours bleeding into family life. Other concerns include the distractions that come from being at home, isolation from colleagues, and an increased necessity for meetings. Even when remote working is welcomed, companies do require a sturdier approach to tackling rising insider threats from cyber criminals, with employees more likely to be sharing devices with family members and children, as well as traveling to and from home and office locations.
Flexible and remote working statistics
The Institute for Family Studies found that over half of American parents with children under 18 said that the pandemic made them more likely to prefer working from home either most of the time (33%) or half of the time (20%). Specifically among college-educated fathers, 65% said the pandemic made them prefer working from home either most of the time (44%) or half of the time (21%).
When couples have children, it is more often the mother who adapts her working schedule and hours. Many moms go part-time, while some stop working altogether. It’s far less common for men to do this; many choose to work longer hours. Cultural and workplace expectations of men are hugely influential in why many men do not reduce their hours. Generally, families are more concerned about men deviating from their commitment to their employers.
In the US, more employers are taking proactive approaches. According to a survey conducted by WorldatWork and FlexJobs, 80% of US employers offer flexible working arrangements. Although most of these companies’ policies are informal, it is promising to see this development.
Increasing numbers of fathers are seeking better access to parental leave. A report by the Washington Post pointed out the glaring holes in America’s efforts to change parental leave policies. The US is the only wealthy country without any guaranteed parental leave at a national level. Most Americans are unable to access paid family leave through their employer. Only about 35% of workers are employed at companies that offer any paid parental leave.
In Washington state, there are numerous state and federal laws which stipulate how much time fathers can take off work to care for children. Which laws and which benefits apply to which employees depends on the size of the employee’s organization, how long the employee has worked there, and any medical needs of the employee or their family members. (We certainly acknowledge the unique challenges for new moms returning to work, given the physical toll of giving birth and breastfeeding.)
See related: The cultural shift toward equal shared parenting in Washington is great news, especially for boys
What can businesses do to make flexible working arrangements more accessible for dads?
It remains to be seen whether a national paid parental leave policy will be introduced. In the meantime, there are things employers can do to help alleviate the stigma associated with men seeking flexible working arrangements.
Managers should do the following to encourage men to take advantage of their options:
- Ensure equal access to options for both sexes – Both men and women should be able to access the same flexible working options.
- Offer support prior to parental leave – It is valuable to support men before they make the transition to becoming a parent to reduce their worry that taking extended leave after the birth will negatively impact their career progression long-term.
- Provide support for returning workers – Companies that offer structured help for mothers returning to work should offer it to fathers also.
- Offer mentorship – Mentors can provide ad-hoc or structured support to work-from-home fathers.
- Monitor performance – Base employee performance reviews on tailored, achievable performance indicators.
- Conduct personal meetings – Provide ongoing support and one-on-ones to understand an employee’s individual family situation and career aspirations.
If a Washington State Commission on Boys and Men were established, the commission could evaluate the father friendliness of state laws and take up the matter of ensuring equal opportunities for fathers in the workforce.