Focus on Fathers

Although the main focus of gender diversty within the workplace is on women,  the aim of Opportunity Now is to make the workplace a diverse place that offers flexible/agile working with equal pay a core organisational offering, not just to women.  The Guardian reported in February that Whitehall has been ordered to ' dad proof' its policies, amid concerns that schools, hospitals and other services are preventing fathers from taking a more active role in their children's lives. 
Opportunity Now has recognised this and working with members have developed a toolkit to ensure that fathers are as fully integrated into the workplace and receive the same support as mothers do.

We want our people to be able to have high performing jobs, progress throughout their careers and also have a sense of balance with their lives outside of work.  Accenture has done loads for working mothers but until recently we hadn't overtly tackled the issues for fathers.  Although there wasn't necessarily a latent demand for a father's specific initiative ( we found that Dad's won't necessarily express this need ), when we introduced Accent on Parents events just for fathers the response was hugely positive.

why

Just as there is not a stereotypical mother there is not a stereotypical father. Fathers maybe single parents, dual carers, or the main breadwinner. Some fathers may need extra flexibility and support, whilst others may need extra hours. If flexible and agile working becomes a core organisational offering, it will be of benefit to both male and female employees and the organisation will reap the benefits seen in staff retention and productivity of the workforce.

how

Flexible agile working is often seen as a women’s issue/ benefit. Provide a range of options to support both the male and female prospective.

• If any new initiative is introduced it is useful to ensure a mission statement, objectives, budget and steering group are also introduced.
• Communicate flexible / agile working strategies throughout the organisation to ensure all initiatives are clearly understood and it is known that it is a core organisational offering irrespective of gender
• Communicate, communicate, use media such as the intranet or consider developing a ‘parents pack’ disseminated throughout the workforce, so that both female and male employees are aware of their options.
• Consider setting up a Fathers/Parent/ Family network to build confidence in employees and remove any feelings of isolation. Also an excellent way of communicating information through face to face contact.
• Have flexible/ agile working on the agenda for line managers training and development and ensure they realise it is an offering for both genders and requests from male employees should be addressed in the same way as from female employees.
• Offer support to line managers who may perceive new initiatives equal an increased workload.
• Formalise flexible/ agile working arrangements to ensure continuity should a line manager move on.
• Parents of older/teenage children should also be considered in the provison of any initiatives.
• Develop senior management role models to encourage both genders to use the flexible/ agile working initiatives.