The business case for gender parity through enhanced family leave policies

Firstly, such policies directly address the gender pay gap. Traditionally, women have taken longer career breaks for childcare, impacting their earning potential and career progression. By encouraging all parents to take substantial leave, we're promoting shared responsibility in childcare and reducing the disproportionate career impact on women.

Se... See more

However, implementing such policies is not without challenges. There may be concerns about the cost implications or potential disruptions to workflow. There are also, of course, many employees who are not parents, and it is important to ensure that they are supported as well, designing policies so that periods of leave are well planned for and adeq... See more

In conclusion, the case for gender parity through enhanced co-parent leave is clear. As societal norms evolve, businesses can choose to be at the forefront of these issues – paving the way for change – or they can wait and see what others do first. For me the choice is simple if we want to create a workplace that truly values its people and is comm... See more

Our firm recently made significant strides in this area by equalising and enhancing our family leave policies. We now offer up to 26 weeks of leave for all parents - whether they're fathers, co-parents, or adopters – with 13 weeks at full pay and an additional 13 weeks at half pay. This move represents a substantial increase from our previous two-w... See more