Details
Robert Baker
9th September 2022
Insights
As I prepare for paternity leave with the impending arrival of our second child, I’ve been reflecting: is it still a taboo for candidates to ask potential employers about their parental leave benefits?
My gut instinct says no—it shouldn’t be—but I hesitate as I ponder the question. The CFO Practices work with senior finance professionals, often in the age range where starting or growing a family is a significant life stage. Yet, despite the frequency of these life events, discussions about parental leave rarely come up during the recruitment process.
When candidates discuss their aspirations for a new role, the focus is typically on the role itself, company culture, location, and compensation.
Parental leave and flexibility for returning parents seldom make the list of priorities—or at least they’re not openly discussed.
However, in conversations with friends about work, it’s rarely about equity packages or whether life assurance covers four or five times their base salary. Instead, the hot topics are often parental leave policies, work-life balance, and the ability to transition from full-time to part-time.
So, why are candidates hesitant to raise these questions during their job search? Perhaps it’s cultural, or maybe recruiters like me are not doing enough to encourage these conversations. As candidates navigate counteroffers and multiple job opportunities, can they afford not to discuss such an important factor in their overall quality of life?
The good news is that many organisations are leading the way.
Companies like M&G and Aviva have introduced inclusive parental leave policies that transcend age, gender, sexual orientation, and marital status. Some are offering as much as 12 months’ full pay for all staff, setting a benchmark for progressive employment practices.
So why aren’t more companies showcasing their parental leave policies in job ads and recruitment conversations? For some, it may be because they can only offer the statutory minimum. But for those committed to driving equality and diversity in leadership, parental leave should be a core part of the conversation.
As I embark on this new chapter of paternity leave, I’ll be reflecting on how we can break down the barriers around this topic. It’s time to normalise open discussions about parental leave and make it a key factor in recruitment.
When I return, I’ll aim to be more mindful of raising this topic with candidates and clients alike. After all, if work-life balance and family support are so critical to employees, shouldn’t they be equally important to employers?