Some of the most driven and talented people I’ve ever met have young children. Many would give them the label of "Mums" and "Dads". But in relation to a blog about talent and working, I am reluctant to do that...
.... because I'd be doing exactly what I feel is wrong in the workplace today.
Yes, I may sound pernickety in that statement, but this is a topic I feel passionately about.
Remote working and flexibility should be part of running and leading a modern life. A Facetime or Hangout is now just as common as a phone call. A remote meeting can be as effective, as a face-to-face meeting.
Technology’s at a point where being in the office for all hours god sends is dramatically less important. It definitely shouldn't be an indicator of dedication or commitment.
There are brilliantly talented people, who after giving birth, or cheering from the sidelines, take on multiple roles.
As well as a brand new life to look after, an imposing army of cuddly toys and ten personalised blankets, they also get the generous gift from their workplace, of a label!
They’re now not merely employees. They’re not Managers. And they’re not Recruiters.
They’re 'Working Mums' or 'Working Dads'.
No one chooses the tag they’re given. And more often than not, with a ‘tag’ there’s a negative connotation to follow. They all have them. Ethnicity. Age. Gender. Sexual orientation. And yes, the working parent.
So, on the back of the most joyous and proud moment in a humans life...the reason we were put on this earth... all the stigmas that come with this particular tag come too. Why? Because there is simply a requirement for a little more flexibility in order for them to to do both of their jobs well.
Being a parent is hands down the most rewarding, satisfying and incredible experience. It should be a tag worn with pride and carried with the truest sense of achievement.
However time after time, in a world where diversity should be king (or queen), returning parents feel fear, dread and a lack of confidence about going back to work.
Quite often they feel they have to make a choice. Be a parent, or be a professional.
More often than not, that choice isn’t a luxury people can afford. The two can, and must go hand in hand.
Fathers, in the majority of cases get a rough deal, particularly in the early weeks and months. In the UK there’s minimal paternity leave. And the expectation is everything goes back to normal after a couple of crazy weeks off, bonding with the new most important thing of your life.
Gender gap awareness campaigns such as Pinterest's 'Right the Ratio' are starting to create the right hype and debate, but we need more. And quickly.
But it's not a one way street.
There are constant opinions voiced about the shortage of talent.
This is only made more obtuse by the lack of arrangement or encouragement for welcoming new parents back into the workplace. On hand there’s a need. On the other, there’s a deficiency.
One can solve the other.
Having an inclusive employment policy for new parents makes a dramatic difference to the individual’s frame of mind; commitment and loyalty. Three elements that are difficult to cultivate.
It’s encouraging to see in England the number of Mothers with dependent children in employment has surged by more than a million over the past two decades.
A modern workplace is about creating a culture and environment with trust at its heart.
If employers can build on this, parents who return to work, could become a brilliantly utilised resource of talent. Currently, this source is not only untapped but stigmatised.
Driving the debate to keep parents in the workplace currently is the #FlexAppeal movement.
"For people who happen to be parents".
“It’s good economic sense. When parents drop out of work, the economy loses their knowledge and their tax revenue."
Recruiters and Talent Partners have a role to play in making this happen.
Being the third party can bring a helpful subjective view to an employer. Certain people are the right candidates, no matter what their parental situation is.
Understanding levels of flexibility required and articulating this early in a process facilitates confidence and allows for candidates to focus on what they can bring to roles. Not trying to work outside their means.
As new parents wake up to smell the milk bottles and nappies, employers need to wake up and smell the coffee.
Times are changing.
Being a working parent is the new norm.
And for businesses that can't see this, there may come a point where toys fly out the pram, as they become less evolved to attract the talent to drive their business forward.
https://thetalenthack.blogspot.co.uk/