Home EmployersTraining and Business Support Flex for Fathers: how to ask for, and get, flexible working

Flex for Fathers: how to ask for, and get, flexible working

Flex for Fathers: how to ask for, and get, flexible working

Why are the levels of take-up of flexible working so low among fathers? Largely it seems due to workplace cultures and managerial attitudes that reinforce the view that flexible working is primarily for women. The result is that men don’t feel confident in asking for, let alone getting, flexible working.


This interactive workshop/webinar is intended to help empower men to make a request for flexible working and will cover:

Learning outcomes

  • Create your business case: costs and benefits of flexible working in terms of productivity, employee engagement, sustainable performance & innovation, organisational agility/longevity/profitability
  • Define your own flexibility goals: decrease stress, increase productivity, seeing family, developing other activities
  • Understand flexible work options: time, place, dividing work, teamwork.
  • Find the flexibility in your role
  • Manage Stakeholders: analyse, then engage/consult/inform
  • Manage your own flexible work – trust, motivation, output measurement
  • Manage others’ flexible work: outputs and behaviours.


Why support fathers with flexible working

It’s been well documented that even though employers offer flexible working, many fathers, and fathers-to-be, don’t feel justified in asking for it. Yet research has shown that fathers with access to flexible support have better physical and mental health, are more committed to their employer, conduct better relationships at work, are better motivated, perform better, and are less often absent from work.

Embedding flexible/agile ways of working across all parts of the organisation so that it becomes a way of work being done rather than a concession to mothers, is a fundamental component of any gender equality strategy. And enabling fathers to work flexibility is a key first step on this journey and vital for improving the participation of women in the workplace. If only women use flexible working opportunities, it creates two-tier workplaces that disadvantage them in the long run.

For more information, contact: employers@workingfamilies.org.uk