Let’s Go Back to the Basics

March has been a month of learning, especially with all the events I attended for International Women's Day. It’s the perfect time to review your current practices and learn how businesses can actually make real change to attract and keep women in the workplace. And not just that, but also to make sure they’re happy and well looked after, because that’s why they want to work for you: because you care. (Or at least, you should.)

A lot of the IWD conversations focus on biases, which are important, but I feel like we need to hit the basics first.

I’ve put together a few simple things you can start thinking about. They might not solve everything, but they’re a solid starting point. We’ll talk about the bigger stuff later.

Why Parental Leave Alone Isn’t Enough

Equal parental leave is a great starting point. But it goes beyond that. Treating all parents as primary caregivers; whether they’re the birth parent, adoptive parent, or partner; helps create a more inclusive environment. It’s about recognising that people need more than just leave; they need the flexibility to juggle work and personal life without having to choose between the two.

The Need for Flexibility: Why It’s Essential for Everyone

Flexibility isn’t just about parental leave. It’s about giving the team member the freedom to shape their work schedules in a way that works for them. Working from home, taking time off for health reasons, adjusting hours to manage personal stuff: all of these things contribute to a more inclusive, supportive workplace.

Practical Steps to Create an Inclusive and Flexible Workplace

1. Offer gender-neutral parental leave policies that apply to all parents, whether through birth, adoption, or surrogacy.

2. Promote work-life balance by giving the team member the option of flexible hours and remote work. (where possible)

3. Encourage open discussions about flexibility and caregiving responsibilities, and challenge traditional gender roles.

4. Look after your team members' well-being by offering benefits that support both their physical and mental health: counselling, wellness programmes, and the like.

5. Create a culture where team members feel comfortable asking for time off when they need it: without any judgment.

How Your Business Can Make a Difference

Start with one or two of the "baby" steps above.

Create a flexible work environment where everyone, whether they’re parents or not, can manage their work and personal lives. This will lead to more loyalty, higher productivity, and a much happier workforce.

Don’t be afraid to ask your employees for feedback: ask the tough questions. If they were to leave, what would be the reason?

I know this is a lot to digest, and you don’t need to implement everything all at once. But you should definitely start somewhere.

Want More Tips on Creating an Inclusive Workplace?

If you’re looking for more practical HR or professional development tips, sign up for my newsletter here.