Using data obtained from a freedom of information request, the campaign group shared today (2 December) that nearly two thirds (60%) of shared parental leave goes to the UK's top earners.
The Dad Shift team estimates that, at this rate, it will take 490 years for all eligible working dads to take up shared parental leave.
To encourage more parents to take up shared parental leave, HR leaders need to remove the existing barriers, said Alex Lloyd Hunter, co-founder of The Dad Shift.
He told HR magazine: “The biggest barrier to shared parental leave uptake is straightforward: it's simply unaffordable for most families.
“When statutory shared parental leave pays less than half the minimum wage, it's effectively putting shared parental leave out of reach for all but the highest-earning families.
“So the single most impactful thing HR teams can do is offer enhanced pay, ideally maintaining full salary during leave periods.”
Read more: UK workers want longer paternity leave
One in five working fathers (21%) report wanting to take on more of the weight of childcare and household responsibilities, according to a survey of 3,000 UK working parents by childcare provider Bright Horizons.
HR should offer a separate paternity leave entitlement, however, to ensure that parents do not have to take away from either parents’ time with their child, Lloyd Hunter added.
He continued: “Even with enhanced pay, shared parental leave requires families to sacrifice maternity leave time for fathers to get meaningful time with their children.
“Understandably, many families aren't willing to make this trade off. That's why it's crucial for employers to also offer enhanced paternity leave as a separate entitlement. This gives fathers dedicated time with their new children without reducing mothers' leave.”
HR leaders could also communicate policies clearly and train managers to do the same, to encourage more men to take parental leave, advised Jeremy Davies, deputy CEO at charity The Fatherhood Institute.
Read more: How can employers tackle the motherhood penalty?
Speaking to HR magazine, he said: “[HR leaders should] be transparent about paternity and parental leave policies, and promote them directly and specifically to men.
“When women are pregnant they're visibly on a journey to parenthood; men's journey is hidden unless you make it your business to encourage male staff to be open and take time out.
“And train your line managers well. There's evidence that it's often managers' negative reactions that get in the way of men taking leave or requesting flexible working options.
“Men can face stereotyping and mockery and be discriminated against, so you need to create a father-inclusive culture and strong leadership on this.”
Fathers in leadership positions should set the tone from the top, Lloyd Hunter commented.
He added: “Senior leadership needs to actively model these policies – when executives and managers take their full parental leave entitlements, it signals to all staff that using these policies won't harm their career progression.”
