By DALLAS SHERRINGHAM
IF you are one of those dads who is stuck at work every day for hours on end when the family really needs you, then you are one of the 99% who are similarly tied down by work.
And bosses don’t help, with 98% of organisations not setting targets to improve men’s participation in flexible work.
It seems workplace culture and masculine norms are keeping fathers from asking for flexible working hours, including paid parental leave and it is harming family life and careers according to an expert.
University of South Australia researcher Dr Ashlee Borgkvist has been researching exactly why dads don’t apply for their entitlements.
Investigating barriers and facilitators for men to access and use flexible work arrangements, she found that many fathers felt pressure from their organisations not to use flexibility for family reasons, with this sentiment also echoed across society.
In fact, Australia has one of the lowest rates of fathers taking paid parental leave with fewer than one in every hundred recipients being a man.
Dr Borgkvist said the low uptake of formal flexible working arrangements by Australian fathers was primarily due to a perceived and quite often objective, lack of support from workplace managers and colleagues alike.
“Workplace flexibility is typically accepted as an option for mothers, but when it comes to dads, flexibility is unlikely to be as readily accepted – and in some cases not even considered,” Dr Borgkvist said.
“Workplace and societal norms play a big role in the lack of flexibility for dads, with many men feeling pressure to conform to stereotypical concepts of the male ‘breadwinner’ – they’re applauded for earning the dollars to support their family but frowned upon if they consider flexibility to do the same.
“Concerningly, many new fathers feel they need to prove their commitment to the job by purposely avoiding flexibility, or in some instances, taking on more hours when they become a new father. They may also take on more hours because they are feeling financial pressures.”
Dr Borgkvist said while Australia’s national Paid Parental Leave scheme was gender neutral and so could be used by mums or dads, the stigma of asking for flexibility, along with the need for mothers to utilise the whole Paid Parental Leave period, was limiting it’s uptake by dads.
“This can have a flow on effect where dads don’t feel like they should be using flexibility as their children grow either.”
“Some fathers are trying to be more flexible – say, for example, by coming into work late after dropping the kids at school – but they’re also very aware of the need to visibly minimise their time away from paid work. Of course, this can depend on the workplace, but even where workplaces have flexibility policies there is often an unspoken, or cultural, discouragement of dads taking time away from work for family reasons,” Dr Borgkvist said.
“So, while the desire and need for flexible work hours is there, it’s being squashed by restrictive workplace cultures. As you can imagine, these ideas around flexible work also have impacts for how women who use flexibility are perceived within workplaces.”
“To initiate change in relation to dad’s use of flexibility and parental leave in particular, cultural change is vital. But this can only be achieved when we have strong social policies supported by business practice,” Dr Borgkvist said.
“Australia is very conservative when it comes to fathers and parental leave. Only when governments and businesses can commit to tangible and practical change will we see flexibility become a real option for Aussie dads.”
