This articles details tips on how to create a family inclusive environment to support parental leavers.
Creating an inclusive environment for parental leavers is crucial to support their transition back to work and ensure their overall well-being. Key steps to foster inclusivity:
Establish a supportive culture: Foster a culture of support and understanding where the experiences of parental leavers are valued and respected. Encourage open dialogue, empathy, and a non-judgmental attitude towards the challenges and needs of working parents.
Educate the team: Promote awareness and education within the team about the importance of supporting parental leave and the challenges faced by new parents. Provide information and resources to help team members understand the benefits and impact of parental leave on both the employee and the organisation.
Normalise parental leave: Highlight the importance of parental leave by normalising it within the team and organisation. Celebrate and recognise employees who take parental leave, emphasising that it is a natural part of work-life balance and a positive contribution to family and society.
Flexible work arrangements: Offer flexible work arrangements to accommodate the needs of parental leavers. This could include options like flexible working hours, remote work, compressed workweeks, or part-time schedules. Flexibility allows parents to balance their work and family responsibilities effectively.
Support networks: Facilitate the creation of or inform on support networks or employee resource groups for parents (ERG’s) within the organisation. These networks provide a space for parents to connect, share experiences, and offer support to one another. Encourage participation and provide resources to help them connect and build relationships.
Return-to-work planning: Collaborate with parental leavers to create a personalized return-to-work plan. Discuss their needs, concerns, and preferences regarding workload, projects, and schedules. Tailor the plan to their individual circumstances and support a smooth transition back to work.
Continued support and check-ins: Provide ongoing support through regular check-ins and feedback sessions. Create a safe and supportive environment where parental leavers can discuss challenges, seek guidance, and receive constructive feedback. Ensure they have the necessary resources and support to succeed in their roles.
Career development opportunities: Offer career development opportunities for parental leavers, such as training programs, mentorship, or special projects. Support their professional growth and ensure they have opportunities to advance their careers while managing their work-life balance.
Lead by example: As a manager, model work-life balance and prioritise your own well-being. Show that it is possible to succeed professionally while also being an involved parent / carer / family member. By leading by example, you inspire and encourage parental leavers to prioritise their own self-care and work-life integration.