The stunt was organised by a campaign group called The Dad Shift, the Guardian reported yesterday (17 September), and it builds on the actions of another campaign group, Pregnant then Screwed, whose representatives strapped baby dolls to statues in Crosby, Merseyside, last October.
The UK government offers two statutory weeks of paternity leave, paid at £184.03 a week.
Campaigners argue that this offer is the least generous of all European countries, leading to less than two thirds (63.7%) of fathers taking two weeks paternity leave or less, according to findings published on 8 March by Pregnant then Screwed. The Trades Union Congress noted last summer that 53% of families struggle financially when dads take paternity leave.
Speaking to HR magazine, George Gabriel, who cofounded The Dad Shift, said HR has a key role to play in supporting campaigners’ calls for improved parental leave.
He said: “The voice of business and HR professionals is crucial, both in terms of what can be achieved to support fathers and co-parents at work today, and the broader conversation we need to have with government about making this the norm.”
Read more: M&S doubles parental leave and increases pay
Among businesses that are addressing the need for improved paternity leave is the professional services firm Deloitte, whose leaders announced on Monday (16 September) that they will introduce 26 weeks of fully paid leave for all parents. The policy is set to begin on 1 January 2025.
Alex Lloyd Hunter, a cofounder of The Dad Shift, told HR magazine: “Companies like Deloitte are recognising that when dads are given proper time off with decent pay, they come back less stressed, more focused, and able to give their best.
“It’s time for more businesses to follow this lead, and for the government to bring paternity leave in line with modern family life.”
Speaking to HR magazine, Helen Sachdev, founder and director of the coaching practice for working parents called Work, Me and the Baby (WOMBA), also praised Deloitte’s policy move.
She added: “We know from our own research that the financial responsibilities associated with starting or growing a family are a source of anxiety for new dads. Equalising and enhancing paid parental leave will help to make it financially possible for both parents to bond with their new family member, without having to make sacrifices.”
But while Deloitte’s decision has been welcomed, further progress is needed, argued Lauren Fabianski, head of campaigns and communications for Pregnant Then Screwed.
Fabianski told HR magazine: "Whilst it’s great that a handful of major employers like Deloitte are waking up to the business benefits of offering enhanced paternity leave schemes, what we really need to see is much more ambitious legislation from the government to make this something everyone can access.
“We continue to campaign for a minimum of six weeks paternity leave, paid at 90% of salary. We are delighted to see more dads taking to the streets to support our campaigns.”
Read more: Could extending paternity leave help reduce the UK's gender pay gap?
Speaking to HR magazine, Elliot Rae, founder of the workplace culture change programme Parenting Out Loud, added: "Lots of organisations, like Deloitte, have introduced an equal parental leave policy, which is amazing. But we need government action to ensure the minimum statutory paternity leave is adequate, no matter where you work."
Within organisations, creating the right culture is the first step to improving paternity leave and pay, according to Sachdev.
She said: “To create tangible progress for working parents, investment in policies must be underpinned by an aligned culture, so all parents feel they can use support and arrangements designed for them, without detriment to their careers,” she explained.
“In common with working mums, many working dads are concerned that taking parental leave will impact their career progression, largely because it is still not widely accepted as a cultural norm.”
Next, monitor the results of any actions you take, Sachdev advises: “The key point now for Deloitte UK – and other organisations that have enhanced and equalised paid parental leave – is to monitor take-up (the percentage of dads taking parental leave and how long they are taking it) and ensure they are clear on how to manage dads’ concerns. If there is not an alignment between the espoused and enacted culture in the organisation, efforts to build gender equality in the workplace could be futile.”
Highlighting actions that businesses can take to support The Dad Shift campaign, Gabriel added: “The Dad Shift is inviting business leaders and HR professionals who want to see an improved offer for dads and co-parents in the UK, to consider signing this joint public letter. The campaign is going to focus heavily on making the business case for reforms.”
