Supporting Working Parents Network

Why did you choose this area of focus for your staff?

Employees expressed concerns about the lack of a central resource for advice and support related to parental leave, family-friendly policies, and general well-being. Additionally, some of the company’s existing policies were outdated and lacked the flexibility needed to support employees effectively. 

What were the primary goals for the intervention?

• Providing a sense of belonging for working parents. 
• Sharing practical advice and support from fellow parents. 

• Advocating for family-friendly policies. 

• Driving positive organisational change. 

What actions were taken?

• Established a Working Parent Network (WPN) with a dedicated committee representing different areas of the business. 
• Created a terms of reference document outlining the WPN’s aims and responsibilities. 

• Launched a dedicated internal web page to provide updates, initiatives, and news related to the WPN. 

• Displayed posters across the business to promote WPN membership and encourage participation. 

• Scheduled WPN meetings 12 months in advance to maintain consistency and engagement. 

• Appointed a rotating chair for WPN meetings, ensuring that responsibilities were shared among committee members. 

• Developed a clear agenda for each meeting, incorporating activities such as presentations, videos, guest speakers, and round table discussions. 

How did you involve your staff and senior leaders in the intervention?

The initiatives were designed to create a safe and inclusive environment where employees could speak openly, share experiences, and receive peer support. The WPN was led by employees and

backed by senior leadership, ensuring engagement and effectiveness.

What impact did this have on women in the organisation?

The implementation of the WPN has resulted in significant positive outcomes for employees and the business, including: 

• Revised and relaunched family-friendly policies, ensuring employees are aware of available support. 

• Regular policy reviews to maintain relevance and effectiveness. 

• Promotion of flexible working patterns, leading to an improved work-life balance. 

• Introduction of job-share opportunities, contributing to a more diverse leadership team. 

• Increased employee engagement, with the company celebrating its highest-ever engagement score of 96.2%. 

• Improved employee retention, exceeding the company’s target, currently at 87.45%.