Head of HR UK at Heras

I am the proud parent to two beautiful girls, Ruby aged 10 and Alexis aged 8.  I felt under a massive amount of pressure during my pregnancy, to proof I could still perform and pressure to return to work, before I was ready to return.  Since becoming a parent, like many, I have had to deal with the constant juggle of a successful career and parenting.

I have a degree and master in Human Resources and a successful, over twenty-three-year career, in HR.  I’ve never missed a sports day or a school nativity.  I have however, lost many thoughts to ‘am I a bad mum’ ‘am I going to lose my job because I need to leave work early’ or ‘the girls are ill who am I going to get to look after them’. 

I was told when I was young that you can’t have a career and a family, I was determined to prove this statement wrong.  I’d like to think with blood, sweat and tears I am living proof you can have both, a successful career and a family. 

I made the very difficult decision, to explore other opportunities outside of Heras in May 2023.  I secured an interview almost immediately and was invited to an interview with, Giles Richell, CEO of MGI (Modular Group Investments). I sat with that feeling of dread, thinking is my next question going to result in me not being successful in this interview.  I explained to what is now my new CEO that I needed to work from home 2 days a week, as picking my children up twice a week was something I couldn’t compromise on, I went on to explain how they are only young once.  Before I could finish my very well-rehearsed ‘please don’t judge me because I’m a parent speech’ Giles stopped me and said,’ Laura its ok, you don’t have to justify yourself, I get it’ and at that very point I knew he was going to be my new CEO. 

As a parent, like all parents, I have to constantly juggle the duel guilt of mum guilt and business guilt.  Balancing the two can place so much pressure on parents. 

Most parents of young children will struggle with many pressures/issues/choices/emotion, however I believe for a young family, there are two main areas;

• Childcare - some school’s/child minders finish at times before the working day ends, child illness, parent guilt, break in careers, employers support and understanding is crucial, to overcome this issue for parents.
• Financial – how many children can parent’s realistic afford, sometimes having a child isn’t always planned.  Clothing, school trips, Christmas, birthdays, hobbies, the list is endless

Although the parental pressure, regardless of age, is never-ending, I try to remember the saying pressure makes diamonds, our children are the future and provide us with endless love and happiness, our own little diamonds.  Its important in the modern world, parents remain grounded and do not get carried away with every day work pressures, forgetting why they had children I the first place.  

There are 3 key areas I would urge parents to consider when choosing an employer and for businesses to consider in order to attract and retain talent;

Diversity and inclusion

In order to have a thriving successful business you need to have a wide range of skill sets, the way we achieve this is by attracting diverse candidates and retaining diverse employees.  My caution to employers and candidates would be around Authenticity.  Check that ,theculture theemployersells matches its culture reality.  Businesses should not spend all of their budget on marketing and forget about the actual implementation.  Businesses should aim for more than justwords on fancy marketing document, you need to live and breathe diversity and inclusion.

Working Parents

We have a responsibility to challenge behaviours in order to improve diversity and culture and challenge stereotypes and break down barriers. I was having conversation with a male leader and it was around the school run and he said I don’t do the school run, my wife does it all, when I asked him why, he said well in my last business I never had the opportunity and flexibility to do the school run and my response waswell you do now.  Meaning that, our company culture is that of an equal parenting one, that promotes equal behaviour from both parents and more importantly provides the opportunity for this to take place. 

If we don’t challenge behaviours nothing will change.  How we behave now will shape the future generations and also future opportunities for working parents.  If we do not improve our support system for working parents, more and more people, will choose not to have children.What impact will that have on the future economic system, where will that leave the population, what will be the impact on pensions and service available?

If you have diverse business and inclusion for working parents, it’s simple, you will attract the best people and retain them.If you work in a diverse business where you feel inclusion and diversity, you will be happy, successful and you will professionally develop.

War on talent

Sourcing candidates can be very costly and doing it correctly can give businessesa competitive advantage.Anyone that is involved in recruiting, will confirm how hard it is to attract good,competent employees and how costly it is to do so, especial if you do not make the right appointment or the candidate gives back word.  Therefore, offering flexibility and understanding to employees with parental responsibility, is key. 

It’s not just about attracting new employees but also about retaining your current employees.  There are so many reasons why businesses should be;

1. looking at training for managers on family policies
2. reviewing their family friendly policies, looking at what they can do more that the statutory minimum

This willall play into a business’s EVP (employee value proposition) branding and how you attract and retain staff.

Wellbeing

Parents must consider their own physical and mental wellbeing, not only to be a good parent, perform in your role, but most importantly, we don’t get a re-run at family life.

If you are happy, your child will be happy, remember what you are teaching your child by going to work and what opportunities you are creating for them.

I have provided my children with many opportunities, including visiting amazing countries around the world.  Last year they visited the Burj Khalifa (tallest building in the world) and we stayed on the Palm (man-made island in the ocean, in Dubai).  I couldn’t provide them with these opportunities and life experiences, if I didn’t work.

My advice to parents is, have boundaries, it will ease the parent guilt of working.  I have experienced many difficult situations, trying to priorities too much, working too hard, resulting in my little girl slamming my laptop shut, shouting you work too much Mummy. This is because I didn’t have boundaries and was working too many hours.  I now do not work between 6pm and 8pm and that’s family time.  By placing simple boundaries, my life has started to become easier and less stressful.I’m not saying that’s what every parent should do, but that’s what works for me.  It’s important to work out what’s right for you and your family, what works best for your wellbeing.

Covid made working from home possible, for parents to do the school run was a necessity, proof of continued performance has made it normal.  I’m hearing more and more MD’s/CEO’s wanting employees to return to old ways (in the office 5 days a week), these businesses will fail to attract key talent and will fail as a business.  The world has changed and leaders need to accept and embrace this to optimise their performance and success. 

The UK Government

Currentlythere are lots of support financially available in the UK,

• For children aged 3-4- 30 hours of free childcare available to most parents Child tax credits or universal credit
• One off payment £500
• Parents on universal credit can claim up to 85% of childcare costs
• Maternity/paternity leave and pay
• Maternity allowance – started a new role (if employed for 26 weeks in the last 66 weeks before baby is due)
• Adoption pay and leave
• Shared parental pay and leave

Tax free child care Forevery £8 you pay into this account the government will pay £2.  This can be used for breakfast, afterschool clubs and summer clubs

For all of the above, further information and eligibility criteria’s, please go to  www.gov.uk

Future

• From April 2024 – working parents of 2 year olds will be able to access 15 hours of free childcare
• From September 2024 – working parents of children under 5, will be entitled to 15 hours per week
• September 2025 – working parents of children under 5, will be entitled to 30 hours per week

The government have confirmed they are increasing the hourly rate paid to childcare providers to help them deliver their exiting 30hours’ entitlement.

What needs to change

Does the UK have enough providers and schools? We hearabout oversubscribed classes and Poor OFSTED reports. I personally have struggled many times to source childcare support.  More financial support is required for providers of childcare.  So that there are options available for working parents. 

The under-population time bomb is ticking.  Most benefits that the UK government offer, are income assessed and not readily available to all parents.  In the modern world, where both parents work, current financial support is out of date.  The UK Government simply needs to provide more resource and support for working parents.

The UK Government constantly communicates the need for innovation and growth, without providing genuine authentic support for parents, to action the innovation and growth, it simply is not achievable.

With the cost of living affecting so many families.  The government have a duty to step up.  The decision to become a parent, should be a choice, a choice the government is taking away from some would be parents, due to lack of childcare provisions and financial support.

I urge the government to ensure;

• Breakfast/afterschool clubs are offered at every school
• Provide financial support for child sickness
• Ask working parents what they need
• Ask future parents what they would like in regards to support

Slide 4 – Other countries

One of the first experiences I had with my international colleagues, was my surprise at how much time they have off with their children and babies (both mum and dad).  It was a culture shock to me, but have they got it right and it’s the UK that haven’t got the right balance? And does our government need to take notice of other European countries.

The proportion of part time workers in the Netherlands both male and females is a lot higher than the UK with a lot women working part-time, including, those in management positions.  Men working part time in the UK is pretty much unheard of. 

In countries like Sweden - Until your chid is 8 years old, you have the right to time off for up to 25% of your working week. The employer can´t disagree. In Sweden you get the right to stay home for 60 days before you give birth. You get 80% of your salary. After which, you get paid 80% of your salary for 390 days, which is substantially more than the UK.

In Germany if a child is ill, they get far more support that UK parents.  Parents receive pay for 30 working days (single parents for 60 working days).

Many UK parents only option, is to use annual leave or take unpaid leave.

Take away’s

For businesses/HR/owners

• Support parents on special days – sports day, school plays
• Give options for leave – in regards to child sickness
• Train managers on all family policies
• Introduced a pregnancy workshop
• Wellbeing – place sometime and support on wellbeing programmes to support working parents
• Holiday buy scheme – allow staff to purchase up an additional 5 days’ annual leave

For maybe parents/parents/parents to be/care

• When considering a new role, do your due diligence
• Enjoy every second, it doesn’t last forever
• My sister once said to me Your children will not remember every day – they will remember the special days - Make those special days special!