HELPING STRESSED DADS BALANCE WORK AND FATHERHOOD
Men DO want Parental Leave and Flexible Working
Plurastic Ignorance is the tendency of people to hold a particular opinion privately while mistakenly believing the majority of people disagree with that opinion…
“Simply telling men that their peers support parental leave and flexible working, increases their intention to share care."
An amazing headline from The Behavioural Insights Team. The key idea behind the research was the concept of "pluralistic ignorance."
"the tendency of people to hold a particular opinion privately while mistakenly believing the majority of people disagree with that opinion. For example, if men mistakenly think that their colleagues and managers would disapprove if they worked flexibly, then they avoid doing so, anticipating negative social and career repercussions."
Despite the pandemic creating a sea change in men's attitude towards flexible and remote working, the fear of being seen as "uncommitted" runs deep.
How powerful would it be for individuals, families and business culture to know that your peers actually support your decision to take leave or work flexibly?
Some key takeaways... from the Santander UK example
👍 Survey respondents would encourage men they work with to take 8 weeks of leave, BUT thought their male colleagues would only encourage around 6 weeks.
👍 Men thought that roughly 65% of their peers would encourage male colleagues to work flexibly, while in reality 99% would do so.
Sharing the baseline survey attitudes with a new cohort of men lead to a step change in intention...
👍 "We saw a 62% increase in the proportion of men intending to take 5-8 weeks of leave in the group that received feedback."
(The average level of leave taken was 4 weeks.)
Extended parental leave, flexible and remote working is good for mental health, equality at home and equality at work and all those benefits could be just a small step away.
"Supporting Dads to Make Brave Decisions..."
Championing New Dads At Work - Edition 3.
This week I’m a guest on the Big Careers, Small Children Podcast from Leaders Plus and lots more
“Supporting Dads To Make Brave Decisions…”
Championing New Dads At Work (Edition 3)
This weekly newsletter saves you time and effort by providing you with a range of resources, inspiration and topics related to fatherhood and equality.
Each week I will share content around the Inspiring Dads' 5 Pillars of "Championing New Dads at Work"
These 5 pillars go to the heart of how I help HR leaders support their new dads, enhancing gender equality at home and at work, improving well-being, performance and culture.
The hidden barriers keeping men at work
“Most cite fears of being discriminated against professionally, missing out on pay rises and promotions, being marginalised or even mocked as reasons for not taking time off.”
BBC REPORT - Paternity leave: The hidden barriers keeping men at work
If you want to understand more about why supporting new dads is the route to gender equality, then you'll need to join me live and for free next Tuesday, 28th June.
"Why do we need to coach dads?”
It's a pretty common question when budgets are tight, maternity leave provision is much more generous and retaining female talent is a pressing issue.
Let these women's words educate you on the pressures faced by dads and positive impacts that coaching can drive...
What pressures did your partner face before starting the coaching?
"Work life balance and a lack of sleep"
"Work life balance, financial implications and being the ‘perfect’ dad"
"A very demanding job and commute, feeling guilty about not seeing enough of me and our son, not feeling as though he was supportive enough of us."
What positive changes have you seen IN HIM as a result of the coaching?
"More conversations about shared responsibility"
"Better mental space, accepting that there is no such thing as a perfect dad, accepting that I would know the kids a little better and how to look after them."
"More open to discussing the difficult topics, more of a team player, more self-awareness."
How have these positive changes improved YOUR life?
"Greater appreciation of what's needed to make us happy as a family of four."
"A lot calmer with the twins, better work life balance, realising that he can do it all."
"We have much more open communication about managing family life and our priorities. I feel like we are sharing the load a lot more which has been a huge relief for me, and I feel much more optimistic about our future as a family"
Join the free webinar next week and learn why we can't just assume that dads are ok, and why supporting new dads at work is the route to gender equality.
Live and for free next Tuesday, 28th June.
The New Dads Accelerator
Our 5 week group course creates safe supportive spaces for "first year fathers", blending online course content with group video calls to learn, reflect and share.
This is what our graduates say:
"A clearer plan of how to pave the way forward."
"I am more resilient and reflective."
"Taking time for myself after a day at work"
"More clarity on holistic management of life with a new child. More oversight of personal and long term goals"
"I would strongly encourage new dads to access The New Dads Accelerator. It provides a focused and fresh approach to the dynamics of fatherhood. I feel lucky to have accessed this course after birth of our second child. My only wish is that I'd accessed the course after the birth of our first."
Patrick, GP Partner in London
Big Careers, Small Children.
Episode 86 of the Leaders Plus Podcast "Big Careers, Small Children" is out now and I join host, Verena Hefti, as we discuss:
"Supporting Dads to Make Brave Decisions, Removing Barriers Around Shared Parental Leave & Why Gender Equality at Home Influences Work "
In this episode we cover
How dads can be brave and go beyond social expectations.
How to deal with the inevitable judgement from yourself and your peers when you challenge expectations.
Gender equality at home and work and how they influence each other.
What organisations can do support dads to take shared parental leave and how to remove barriers.
What men really talk about and why most men are more supportive of change than you might think.
Why when you connect men together to share stories and experiences it’s incredibly powerful.
The one thing every dad can do to move closer to the work/home setup they’d really like.
The huge pressure faced by dads who are the main breadwinner but who also want to be present parents.
Click here to listen:
https://www.leadersplus.org.uk/big-careers-small-children-ian-dinwiddy-inspiring-dads/
"Equal Parental Leave Rights, Enshrined In Law, For All."
It's my vision... writ large here: https://www.inspiringdads.co.uk/why
As Joeli Brearley, Founder at Pregnant Then Screwed wrote over the weekend
"Paternity leave in the UK is an embarrassment. 10 measly days for £318. It’s as if people think caring for children is a woman’s job.. ehem.
Today, we are releasing the findings from our survey which show that 1 in 4 dads & non-primary carers don’t even use their full entitlement due to pressure from work & financial issues, and even if they do, a quarter continue working whilst on leave due to pressure from their employer.
Meanwhile, 80% say they don’t have enough time to bond with their baby. They don’t have enough time to get to know their own child. That’s devastating, isn’t it? And as a result, almost half say they experienced a new mental health issue."
Joeli was in parliament yesterday making the case to the House of Lords for dads to get 6 weeks paternity leave paid at 90% of salary as part of the Pregnant Then Screwed campaign - Let’s Talk About Six.
Want to build better?
Join over 100,000 others and sign the Pregnant Then Screwed petition here
"Make parental leave equal for mothers and fathers."
I hope you enjoyed this week's content, feel free to share with your friends and colleagues! and If you have content, an event or an article you think my audience would want to learn about, then do let me know here.
MORE INSPIRATION
Gender diversity is good for the bottom line.
Championing New Dads At Work - Edition 2.
“Companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability… “ and much more
Gender diversity is good for the bottom line.
Championing New Dads At Work (Edition 2)
This weekly newsletter saves you time and effort by providing you with a range of resources, inspiration and topics related to fatherhood and equality.
Each week I will share content around the Inspiring Dads' 5 Pillars of "Championing New Dads at Work"
These 5 pillars go to the heart of how I help HR leaders support their new dads, enhancing gender equality at home and at work, improving well-being, performance and culture.
“Companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile”
McKinsey 2019
That's pretty punchy evidence as to why gender diversity is a good for the bottom line.
If you want to understand why supporting new dads is the route to this type of gender diversity return on investment, then you'll need to join me live and for free in our next webinar
A unique book - the first of its kind, Hypnobirthing book for dads.
Hypnobirthing was a big part of our preparation in advance of first becoming parents back in 2010. I can still remember Marie Mongan's tranquil, dulcet tones and breathing exercises.
Now the team at DaddiLife have launched a new book called:
A Positive Birth: The Dad's Guide To Hypnobirthing & Becoming A Confident Birth Partner
Han-Son Lee, Founder of DaddiLife had this to say
"A huge motivation for the book has been to challenge the all too common birth conventions where dads are confined to a passive role when it comes to birth (a chair in the corner is something we hear all too often), alongside the shocking stats that 1 in 3 women experience significant birth trauma which often drives post partum issues later on. A Positive Birth is all about how dads can be true birth advocates for their partners, and we've interviewed over 20 hypnobirthing dads to help other dads on their hypnobirthing journeys and how they've strengthened their relationships with their partners."
Help men to move away from just being "Dad", the person in the corner. You can get your copy here (not an affiliate link)
The New Dads Accelerator
Our 5 week group course creates safe supportive spaces for "first year fathers", blending online course content with group video calls to learn, reflect and share.
This is what our graduates say:
"A clearer plan of how to pave the way forward."
"I am more resilient and reflective."
"Taking time for myself after a day at work"
"More clarity on holistic management of life with a new child. More oversight of personal and long term goals"
"I would strongly encourage new dads to access The New Dads Accelerator. It provides a focused and fresh approach to the dynamics of fatherhood. I feel lucky to have accessed this course after birth of our second child. My only wish is that I'd accessed the course after the birth of our first."
Patrick, GP Partner in London
"Unhappy Father’s Day: the dad-shaped hole in UK postnatal services"
Yesterday the Fatherhood Institute published the fifth in a Contemporary Fathers in the UK series of evidence reviews, funded by the Nuffield Foundation. Packed full of data such as
"Two-year-olds’ cognitive development is better and they display fewer behaviour problems when their father’s early caregiving or play has been frequent, regular, positive in tone or engaged and active."
And...
"New mother’s mental health is poorer when she does not feel supported by her baby’s father or when he is less available at home than other fathers."
It uncovers the 2nd class status of men within maternity system and makes four key recommendations for how policy and services could be improved
including
All tax-funded services and interventions for families in the perinatal period should be commissioned, designed, delivered, promoted and evaluated in ways that recognise fathers’ own need for support... and their impact on children and mothers.
Have a look here:
http://www.fatherhoodinstitute.org/2022/unhappy-fathers-day/
Can you help with a bit of market research?
The team at the excellent Book of Man online platform are looking for people (not just men) to complete a 4 minute survey looking at the portrayal of male caregivers on TV and Screen.
Co founder Mark Sandford posted this on LinkedIn
"A new study by the Geena Davis Institute on gender in media and Equimondo has found that 'male care givers on our TV and film, screens are disproportionally depicted as incompetent, abusive or absent' - which is frankly a dangerous stereotype trope that The Book Of Man is committed to change. Coupled with over 75% of men saying they can't relate to advertising targeting them, we thought it was time to delve a bit deeper and see what you think. The survey below takes the same time as a proper cup of tea to brew (4 minutes), but would really help move the conversation forward."
https://www.surveymonkey.co.uk/r/HN275GK
I hope you enjoyed this week's content, feel free to share with your friends and colleagues! and If you have content, an event or an article you think my audience would want to learn about, then do let me know here.
Photo Credit @sharonmccutcheon via Unsplash
MORE INSPIRATION
Introducing... "Championing New Dads At Work"
Championing New Dads At Work - Edition 1 .
This weekly newsletter provides you with a range of resources, inspiration and topics related to fatherhood and equality.
Introducing… Championing New Dads At Work
Championing New Dads At Work (Edition 1)
This weekly newsletter saves you time and effort by providing you with a range of resources, inspiration and topics related to fatherhood and equality.
Each week I will share content around the Inspiring Dads' 5 Pillars of "Championing New Dads at Work"
These 5 pillars go to the heart of how I help HR leaders support their new dads, enhancing gender equality at home and at work, improving well-being, performance and culture.
Fathers Day
In the UK, our Fathers Day is fast approaching - Sunday 19th June. Many weeks ago, when I was buying T20 cricket tickets for us and another family to watch Middlesex v Kent at Lords I was surprised to find one of the 4 adult tickets was a fathers day freebie. Winner!
But Fathers Day isn't just about free slog fest cricket tickets, comedy socks or multi packs of craft ales. It's about talking about real dad stuff - the pressures, the emotions and fears. I have four speaking events in the week either side of Fathers Day. One's a panel event where I'm the moderator and a couple are a blend of presentation and interview style - getting real with "a real dad", not that I'm a fake dad of course, but one who doesn't talk about UK Government's Behavioural Insights Team (BIT) research...
The best thing about all of this is that in two examples I'm talking to men to set it up.
This is actually quite a big deal.
The chairs or co-chairs of the "Working Parents Crew" or the "Family and Carers Committee" are inevitably female. Meeting dads who are taking on those roles, while clearly not being ground breaking per se, is a pretty big step forward towards gender equality.
Message from Joeli Brearley, founder of Pregnant Then Screwed
Your support is needed
"DADS (and secondary caregivers), we need 10,000 of you to fill in our survey so we can make a stink about paternity leave. We have the least generous paternity pay in Europe. Paternity leave is so god-damn important but our legislation, and antiquated company policies prevent dads from taking time out to care for their child.
For every month of paternity leave taken by a dad, a mother’s wages rise by 7%. The same can be said for same sex couples, where one is the main carer. If dads spend time with their children in those early days, research shows that families have higher rates of well-being, kids do better in the education system and couples are 40% more likely to stay together.
In collaboration with the Trade Union Congress we are collecting data to better understand what is happening to new dads at work, and what changes you want to see both in terms of policy & workplace practice, so that we can lobby on your behalf.
If you are a dad please fill this in.
If you know a dad please send him the link here:"
Ever felt isolated as a dad?
It's pretty common feeling in my experience, but it doesn't have to be that way, join my friend Jago Brown to talk about fatherhood and isolation on Tuesday June 14th at 6pm UK time.
Equality Starts at Home is a movement for change and are changing outdated stereotypes and expectations about who does the work at home and why.
They want men to join them to talk about their experience of fatherhood and parenting. Help them to guide they work so they can include more men in the conversation.
Email equalitystartsathome@gmail.com to register.
The session includes a guest speaker from the inspirational Dad La Soul joining to talk about all the benefits of Dad's groups, and why and how to get involved.
The Queen of Kings
Yesterday I went live with with Fiona Ross in Episode 7 of her "No More Pea Soup" show. Fiona is "the Queen of Kings", a transformational men's coach, mentor and trusted advisor to high achieving men who, from the outside, appear to have it all; on the inside, their truth is very different.
We covered some important cultural and societal pressures that men and dads face and I talked about what I have learnt about how to support dads, both from my own experience and that of my clients.
#Flexforall
One of the key themes to building a more gender equal society is to embed flexible working opportunities for everyone. When we remove the sense that flexible, remote or part time working is a 'perk for mums', then we go a long way to supporting individual and family choices.
On Tuesday 24th June I was a guest at Parliament for the 1st Annual Working Dad Awards. As part of the event Suffolk County Council presented a case study into how they approached flexible working.
1) They identified 8 types of defined ways of working flexibly.
2) All job adverts had to list all 8 types as being available.
3) The only way to change the job ad was via formal submission
Outcome - 50% of women and 30% of men at Suffolk County Council work part time.
That is massive!
I hope you enjoyed this week's content, feel free to share with your friends and colleagues! and If you have content, an event or an article you think my audience would want to learn about, then do let me know here.
Photo Credit @wildlittlethingsphoto via Unsplash
MORE INSPIRATION
Flexible working is 'Just as important to men'
Please can we stop framing flexible working as a female "thing." It’s "just as important" for men.
Flexible Working is ‘just as important to men’
An article on the business part of the BBC website caught my eye…
"Senior jobs with flexible hours 'get 20% more female applicants"
First thought, awesome.
Second thought, I wonder if there’s anything about men? Because I know men want flexible working too.
Hidden away (a bit too much for my liking) was reference to men - “just as important for men”
Argggh, come on BBC I thought! This is a really important angle - the angle that would make a world of difference to gender equality to the workplace.
So I opened Linkedin and penned this 1300 character post that has got a lot of comments, interaction and views. Click here to join in the conversation.
POLITE REQUEST
Please can we stop framing flexible working as a female "thing". The world and his dog knows that women have more caring responsibilities, but until we talk about it being a man thing too, we are doomed to pigeon hole genders into cages called caring and breadwinning.
These cages are traps - traps that keep women from achieving their potential in the workplace and men from being the active and involved fathers they don't remember growing up.
We need to release that canary.
BBC Business News article today "Senior jobs with flexible hours 'get 20% more female applicants"
My first thought, well yeah, obviously.
Knowing how hard men find it to ask for flex and part time work - society deem them not to "need" it, fear of being seen as "uncommitted", perceived optionality etc I wondered if there was anything about men.
Yes - the real story -'Just as important to men'
"The study... found many more men also applied for roles when they offered flexible working options, suggesting the issue was "just as important" for them."
This the truly groundbreaking stuff - pre covid!
Men want flexible working and enabling that desire is a key aspect of gender equality at home and at work.#flexforall #inspiringdads #workingdads
New title, same story?
The eagle eyed among you will have notice the article title is now different. I was also intrigued that the title of the piece changed twice… from
"Senior jobs with flexible hours 'get 20% more female applicants" to
“Flexible working helps with mum guilt' to
“It’s really hard to progress when working part-time”
Thankfully the BBC dropped the “mum guilt” angle quickly <facepalm>
A great story of increased female recruitment into Senior roles
Now despite my little rant, it’s worth noting that it’s a really good story about Zurich creatively increasing female recuitment into senior roles. As John Adams at DadBlogUk explains
“For Zurich to have increased female recruit in senior roles is brilliant. To have increased the number of women working flexibly in senior roles is better still. To have male and female senior managers working flexibly and encouraging other staff to do the same, that’s Zurich’s real success. I hope other employers will follow suit.”
I just wish the man angle had been explored in greater (any) depth.
and I’m not alone as the 100+ comments illustrate
“Totally agree and I thought the same thing when I read the article this morning. The policy is gender neutral so why can't our thinking be the same?”
“Such an important narrative. I also feel until men are encouraged to take flex working and shared parental leave, women will never truly be able to move forward from this feeling of asking for special treatment, feeling conflicted and that their careers may suffer if they move to flex etc. Flex for all is the only way to truly achieve a sense of equality.”
“Totally agree. From my experience coaching men in organisations, it’s much more difficult for them to ask for flexible working than it is for women. And understandably as they’re more likely to be judged as no longer engaged in their careers. Headlines like this do not help.”
Of course we aren’t JUST talking about flexible working for caring reasons. There are lots of reasons why people want flexible working patterns and all are important. I’m very keen on the idea of #Flexforall.
What did Zurich do?
In addition to using gender neutral language, each job advert between March 2019 and Feb 2020 stated the roles were available as:
“Part-time, flexible hours, job share.”
The outcome
“Since changing its policy on job adverts, the number of women hired for top roles has risen by 33%”
“20% more likely to apply for senior roles if they offer flexible hours.”
In conclusion, great story - but let’s also keep telling all the stories, in particular the one that shines a light on what men want and stops flexible working from being seen a female only desire. Because that doesn’t help anyone!
Click the button to join the conversation on LinkedIn
Photo Credit: Eric Ayon via Unsplash @ericayon10
Will dads continue to engage with flexible working post-Covid 19?
In this 2 parter for Parent and Professional I look at working dads and flexible working post Covid 19.
Will Dads Continue to engage with flexible working post-covid-19?
In this 2 parter written for Parent and Professional I look at working dads and flexible working post Covid 19.
I start with “why does “business” need dads to continue to be engaged in flexible working?”, considering the gender pay gap and mental health.
Then I get onto meaty topics such as
How do dads engage with flexible working?
What do men want?
What gets in the way of dads’ accessing flexible working?
What can we do to support dads’ access to flexible working?
5 key long-term steps to support flexible working for dads
You can Read the articles here:
Photo credit - Jonas Kakaroto @jkakaroto on Unsplash
Baby steps towards parenting equality
On International Men’s Day let’s recognise what needs to happen next for parenting equality
International Men’s Day 2019
When I was growing up in a market town in Somerset, dads went to work and provided, and mums looked after the house and made sure everyone was fed. We didn’t know any gangsters, so my dad was the first person I knew who had a Carphone (back when The Carphone Warehouse seemed like the obvious name for a business).
He was a surveyor, out on the road in Somerset – calling in his reports over the phone to be typed up in the office. But despite the technology there never seemed any danger of being ‘always on’, technology was an enabler.
In fact, my dad even had flexible working – he scheduled his own diary of house surveyor visits and frequently made his schedule fit the away sports matches my brother and I were involved in on Wednesdays.
30 years on I can look back and appreciate that he had the type of hands on involved parenting opportunity that many men today are striving to achieve.
Flexible working and Paternity Leave initiatives are bound up together. They both represent potential opportunities to support the desire of a new generation of men to have greater involvement in raising their children and by doing so to move towards equality of opportunity in the home and the workplace for both genders.
There’s a long way to go to normalise equality of choice when it comes to parenting but on International Men’s Day it’s good to reflect on some of the key milestones towards parenting equality.
Key Milestones
1999 Set up of the Fatherhood Institute – “a great dad for every child”
2003 Statutory Paternity Leave
In 2001, Gordon Brown included men’s right to paternity leave in his Budget and, from 2003, male employees received paid statutory paternity leave for the first time.
2011 Additional Paternity Leave
Fathers were given the right to take six months statutory paternity leave while their partners returned to work, in effect taking the place of the mother at home.
2014 Flexible Working Rights
The right to request flexible working was extended to all UK employees with at least 26 weeks’ service with the same employer on 30 June 2014.
2015 Shared Parental Leave
Shared Parental Leave allows you to share up to 50 weeks’ parental leave and 37 weeks’ pay with your partner. Each parent can take up to three blocks of leave, more if their employer allows, interspersed with periods of work.
2017 Aviva set the bar high for parental leave
From November 2017 Aviva became the first UK firm to offer up to one year of leave, of which 26 weeks’ is at full basic pay for each parent employed by the company within the first 12 months of a child’s arrival.
2018 NZ Prime Minister takes Maternity Leave
Jacinda Arden took 6 weeks of maternity leave while in office and then her partner, a TV presenter, became a stay-at-home dad to baby Neve, a great example of showing that no job is too big for spending time with your children.
2019 Standard Life Aberdeen raised the parental leave bar still higher
When they became the first to offer 9 months full pay parental leave.
Daniel Cheung via Unsplash
More to be done
I was amazed to discover that paid paternity leave has only been around since 2003 in the UK and even 15 years on, when a child is born the dad (or the other parent or partner) gets just two weeks statutory paternity leave paid at £148.68 per week, less than half of minimum wage.
Shared parental leave uptake is very low:
Analysis by the University of Birmingham found only 9,200 new parents (just over 1% of those entitled) took shared parental leave in 2017-18. That increased to 10,700 in the financial year 2018-19.
Just as additional leave suffered too
“Just 1.4% of new fathers taking it in 2012-13. In 2011-12, the first year the scheme was in operation, just 0.8% of eligible dads took advantage of it.”
What can be done
Two things need to be addressed
Financial constraints – Fathers are much more likely to already be earning more than their partners and therefore find it harder to take leave at statutory rates
Cultural constraints – the question of where society, employers and men perceive they belong. Too often we casually default to assume men to be the main breadwinners and women as the primary carers.
The Labour party pledge in 2015 to double the length and pay of statutory paternity leave had potential to be a big step in the right direction but has sadly disappeared to be replaced by increased maternity leave – to find out why that is problematic you’ll need to read this piece i wrote for Daddilife.
Moves around the fringes of government are important indications as to which way the wind is blowing – even if parliamentary time seems taken up with other activity…
October 2018
In October 2018 the government announced that it planned to consult on a bill that would require large employers to publish their parental leave package. Read more here
July 2019
Helen Whately, Conservative MP for Faversham and Mid Kent a introduced the flexible working bill, to make all jobs flexible by default unless the employer has a sound business reason why particular hours in a particular place are required. Read more here about what this #FlexforAll bill is all about.
Some good moves but in the UK we remain a way away from the gold standard of well paid, protected parental leave for fathers.
Why does parental leave matter?
Men Gain Empathy & Awareness of Bias
“Would my job be safe? What would it mean for my career? How would it impact my team?” Then, he adds: “It hit me like a freight train. These are worries that women in the workplace have been facing for generations”.
Source: FT – Time off for new fathers raises bias awareness
Not only that, but dads accessing parental leave has significant and long-lasting benefits towards equality in the household.
In households where men were given the opportunity to use this benefit, fathers’ daily time in household work was 23 percent higher, long after the leave period ended.
Source: Council on Contemporary Families
Well paid protected leave is a key part of breaking cultural assumptions which perceive childcare as a woman’s job, it supports equality of choice in families and is good for mental health, relationships and women’s income prospects.
On International Men’s Day we should be setting the bar much higher than 2 weeks of below minimum wage leave.
It does nothing for families, for fathers or for mothers.
This is what society and business needs:
Day one flexible working as a default position for all. #flexforall
Equalise parental leave provisions for new parents.
Provide men with paternity coaching before and after their leave.
Identify and support senior fatherhood role models.
Create and support fatherhood community initiatives in the workplace.
Ian Dinwiddy, Founder
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A new generation of dads wants be an active and involved parent and thrive at work - and this represents a major opportunity for families, the workplace and society.