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Father’s Day is a timely reminder to ensure that workplace policies to support working parents cater not just to the incredible efforts of mums, but also dads – particularly given that modern fathers are more involved than any generation that preceded them, writes Jerome Doraisamy.
The need to better support all parents
Recent research – from Monash University to the University of Kansas – consistently shows the growing trend of modern-day fathers spending more time with their children than their forebears. As a new-ish father myself, I wouldn’t have it any other way.
Being a father and a working professional is, as a lawyer once told me, a “relentless pull between duty and love”. Having now been a dad for nearly 18 months, I fully appreciate this tug of war.
Dads’ elevated capacity to be caregivers is, in no small part, due to women’s increased participation in the workforce despite the persistent and unequal distribution of unpaid labour. Further, as Workplace Gender Equality Agency’s (WGEA) data on the gender pay gap makes clear, there remains much work to be done in achieving pay parity, and having more women in senior roles is an ongoing challenge for businesses across the country.
Such progress will, hopefully, give working families greater autonomy in making caregiving decisions. Enabling fathers to be working parents (in whatever ways make sense for them and their families) is part of the solution.
One hurdle to be tackled along the way is the stigma that remains regarding male workers’ prioritisation of family needs. For so long, home duties have been perceived as the realm of women, whose career progression has – in many cases – suffered as a result. There are, absolutely, many companies out there ensuring that parental leave policies are genderless, thereby allowing all workers the same freedom and flexibility to assume carer responsibilities as it suits them. However, there remains somewhat of a societal stigma (not to mention a self-imposed one) for men as carers.
Overcoming this – together with continued efforts to close the gender pay gap – will go a long way to addressing broader, ingrained professional structures that impact different workers in different ways.
How dads are doing it all
In the wake of Father’s Day, hosted yesterday (Sunday, 7 September), I thought it timely to check in with a couple of working dads in senior roles about their experiences of managing the juggle, how employers and HR teams can better support such employees, and their broader guidance to the workforce.
Matt Coote, the managing director in ANZ for GumGum, said workplaces that support parents by offering flexibility and a culture that promotes balance “give their staff the best chance to be fully present both at home and on the job”.
“When everyone is aligned, it’s possible to navigate the juggle of fatherhood and work without losing sight of what matters most,” he said.
Both Coote and Guy Jarvie – the managing director in ANZ for NP Digital – were kind enough to share insights into how they manage the home front.
Jarvie said: “Balancing work and parenting is a constant juggle, especially when both parents are working full-time with limited support networks. In our household, much of the week is a mix of daycare drop-offs, late nights, and staying on top of everything else.
“One of the biggest lessons I’ve learned as a working dad is the importance of boundaries.
“Work will always be there, but time with your kids is finite and needs to be protected. Being there for an hour for bath and bedtime makes a real difference.”
Coote said: “I’ve found that planning the week together, coordinating logistics, and openly communicating makes a big difference.
“And, every week, I block out dedicated time with my daughter on Wednesday afternoons – it’s our little ritual while my wife attends her leadership meetings.”
Jarvie continued: “Shared calendars are another lifesaver, helping coordinate childcare, workouts, and social time. Just as important is letting go of the guilt when work and parenting clash. You’re never going to get it perfectly balanced.
“Showing up and being present when you can is what really counts.”
The role of the workplace
Coote noted that, in his role as MD, he has colleagues and teams “who understand the importance of balancing work and family commitments”.
“At GumGum, we have a primary carers leave policy, access to the Cleo app, which offers guidance, resources, and emotional support for working parents and those trying to become parents. GumGum covers 100 per cent of the cost for team members and their partners. Then we have summer Fridays, from December through February, that gives us more family time,” he said.
Jarvie added: “I’m lucky to be part of NP Digital, which supports flexible hours for parents and early finishes for daycare pick-ups. Culture is inseparable from team success.
“When the team feels supported, valued, and balanced, that energy flows into their work and their relationships.
Final thoughts
Coote reflected: “I love being a dad. It’s the most rewarding thing I’ve ever done and also the most challenging.”
Of course, being a parent (in any profession) is bloody hard. And, as I’ve learnt, there are only so many hours in the day – for professionals who are working longer than nine-to-five, there are even fewer – and on occasion, we have to be OK with not achieving, or doing, everything.
Workplaces must also be OK with this. Those that can show up for their employees will not only have healthier, happier workers – both also more institutionally loyal ones. As we wrap up our Father’s Day celebrations, employers and HR teams would do well to bear this in mind.
Jerome Doraisamy is the managing editor of Momentum Media’s professional services suite, encompassing Lawyers Weekly, HR Leader, Accountants Daily, and Accounting Times. He has worked as a journalist and podcast host at Momentum Media since February 2018. Jerome is also the author of The Wellness Doctrines book series, an admitted solicitor in NSW, and a board director of the Minds Count Foundation.
