The working parent: maternity, SPL & the untapped pool

Discussing some of the issues faced by today’s working parent…

Maternity returners are lacking confidence & left unsupported

Less than 1/5 of management-level professionals feel confident about re-entering the workplace after their maternity leave, reports People Management.

What’s more, over 1/3 of this group consider leaving their role due to feeling ‘unsupported and isolated on their return’. 90% additionally say their company provide no formal support or ‘returnship’ focus whatsoever.

The CIPD encourages businesses to provide senior level job-sharing opportunities, alongside increased flexible working, to further support these employees.

Shared parental leave take-up remains incredibly low

Of the 285,000 couples who qualify for shared parental leave (‘SPL’) annually, only 2% take advantage of this opportunity. Why is this and are employers to blame (asks HR Magazine)?

The article cites a variety of possible factors. These include:

  • Mothers not actually wishing to share their leave with their partners
  • Health factors, including the mother’s need to recover from pregnancy or birth
  • The perceived impact on fathers’ careers
  • Cultural values around ‘being the breadwinner’
  • Lack of SPL promotion at work
  • Complex workplace policies

The single working parent: the ‘untapped talent pool’

Single working parents are more likely to be unemployed than any other primary employee group, says HR Review. In fact, their unemployment rate is now two and a half times that of the British average.

Unfortunately, the new-employment rate for the single working parent has actually declined over the past five years.

These stats come from Indeed – and the company is advising businesses to consider the group as a major untapped talent pool. With 845,000 national vacancies to fill, and record national employment rates, they suggest this may be one possible solution to overcoming the skills shortage.

Once again, the notion of increased flexible and remote working is discussed.

They also reference disabled and minority ethnic employees as further talent pools. Positively, national employment rates for both of these groups have increased over the past five years.

Appoint welcomes recruitment enquiries from each of the discussed employee groups, as well as those looking to do more to attract and support them. For initial advice, please call the office on 01225 313130 or email us via the bath.info address. Here’s what to include in your cover email as a candidate.