This International Men's Day AXIS Network highlight key areas where equity for men can drive value for the whole UK Energy Industry. Including: Enhanced Paternity Leave, Support of Shared Parental Lead (SPL) and removing the stigma around men working flexibly.
Driving for an inclusive culture benefits us all and AXIS Network's Vision 2030 is an invitation to the industry to imagine what more we could achieve if we accelerate progress towards a fully inclusive and diverse industry.
International Men's Day is on the 19th November each year and is a day to celebrate the positive contributions and achievements of men while addressing important issues affecting men's health, well-being and gender equality.
Enhanced Paternity Leave
Recent research shows that extending paternity leave and increasing the related compensation can benefit fathers, families and businesses substantially. The report recommends a statutory paternity leave of 6 weeks at 90% of income in line with the current statutory maternity pay. Campaigns are ongoing throughout the UK but AXIS Network urges all businesses: Don’t wait for legislative change. Enhance your paternity leave offering now.
The research shows that this will enhance your company's engagement, recruitment and retention and improve the mental health in the workforce. Making these changes now, the energy industry will become a more attractive industry for all, creating a thriving and productive workforce.
Want to learn more? Go to: Paternity Leave: Why Leaders Should Act Now
Shared Parental Leave: A Strategy for Engagement and Retention
Shared Parental Leave uptake is still low but with some simple conversations, leaders can create positive change.
In a recent report the UK Government found that less than 5% of fathers had taken Shared Parental Leave. Fathers want to be more involved with caring responsibilities, they want more time to bond with their children and they want to support their partners in their life ambitions, which may involve returning to work. The stigma of taking time off to care for family is one of the main blockers.
If you want to retain people, you need find ways to support them with their broader life goals.
Showing support for SPL and other forms of flexible working will increase long-term retention in your business. Being vocal about your support starts to drive an inclusive culture within which people feel supported and valued.
Leaders shouldn’t underestimate the power of their positive influence.
For our 6 top tips on how to engage on SPL, go to: Shared Parental Leave: A Strategy for Engagement and Retention
Flexible Working for All; regardless of who or what the flexibility is wanted for.
Flexible working policies are at the heart of a modern and inclusive workplace and vital to driving a thriving industry. There is still a stigma for men and senior leaders to work flexibly; this needs to change.
CMI’s Guide to flexible working makes clear: Flexible working makes good business sense. If implemented well, it can boost the attraction, retention, progression and well-being [and therefore productivity] of employees.
Normalisation of flexible working is not yet seen across the industry. Leaders role model behaviours and working practices for their employees. If they are seen to work flexibly, facilitating caring responsibilities, sports, side-hustles, studying, charity work or any other activity that means they can have a vibrant life alongside work, their teams and employees will do likewise. It is important to normalise flexible working by boosting its use in all positions and levels of seniority.
Flexible working for all is one of AXIS Network's 7 Vision 2030 Strategy Points. For the full Strategy, visit: VISION 2030: Strategy.
Vision 2030 is AXIS Network’s invitation to accelerate progress towards a fully inclusive and diverse energy industry.