In the war for talent, family-friendly is a phrase often advertised by employers and historically, this has heavily focused on workplace benefits for working mums. But, as times change and the once typical family unit evolves, organisations are now thinking how they can be all-inclusive instead to how their employees may define family.

Here are five top tips for creating an all-inclusive workplace that supports everyone.

  1. Choose your words wisely
  2. Using words which are reflective of today’s modern families is vitally important to being an all-inclusive workplace.  Words such as ‘mum’ rather than ‘parent’, and forgetting the growing number who have elder care responsibilities can unintentionally create a message that benefits are not equitable.

  3. Be flexible
  4. Flexible working comes in all shapes and sizes and so do today’s working families. Flexibility is important and not just for working parents – one employee might need to take their child to the dentist, while another might need to care for an elderly relative or take them to an appointment. Flexible working should be across all areas of the workforce and accessible by every employee.

  5. Don’t forget Dad
  6. As family dynamics begin to shift, working dads are now playing a key role in the day to day care of their children – from picking up and dropping off, to taking time off work when their child is sick. In fact, British dads are historically putting in some of the longest hours in Europe but our recent survey tells us that work/life is becoming increasingly stressful. Make sure to include dads too then when it comes to communicating benefits such as dependant care and flexible working.

  7. Ditch the Working Parent Dichotomy
  8. With working parents saying that family is their greatest priority, an all-inclusive workplace is one where family and work go hand in hand and there’s not a difficult choice between the two. Providing employees with access to high-quality, dependable childcare is a meaningful resource for families and organisations; it gives peace of mind, enables our talented employees to focus on their work and supports recruitment and retention.

  9. And the care one too!
  10. Caring now comes in all shapes and sizes and today’s families are looking for 360 degrees of care and support, even when normal arrangements fall through. Dependant care for children and adults provides business continuity, but it also fosters a culture where caring is viewed as the norm and it gives employees the confidence to speak when they may need a little extra help.