Reflecting on parental leave and returning to a flexible workplace
👋🏼 GUEST WRITER: Head of Digital Media, Kylie Rosan
I read recently on one of my numerous social media channels that "women are expected to work like they don’t parent, and parent like they don’t work." This idea is woven into society like a toxic thread where the remnants are most visible in the countless podcasts and Facebook posts in mums groups about how to strike a work-life balance.
It seems a common theme across them all is not in the mentality of the worker, but rather the culture of the workplace in its support for mothers and fathers alike.
I recently reflected on my own experience with this. Prior to maternity leave, I had told Hotglue founder, Nick, about my maternity leave “goals”. Treating it like the workaholics guide to maternity leave, I would ensure before I return to work that I would be re-certified in all digital media certifications, and would likely have commenced my much awaited masters degree.
Nick, who has a family of his own, said these words: “I just want to say: don’t put pressure on yourself.”
At the time, I was mortified that the response was dismissive, however, I have come to learn what I had misinterpreted as dismissive was actually quite the opposite: a considered effort to show support.
Kylie and her now one-year-old son.
So, when I returned to work nearly a year later without my masters degree, instead of having my tail between my legs, I was able to shake it off with laughter: “Hey Nick, remember when I thought I’d have a masters degree by now?” Good joke, Kylie, good joke.
I understand that I am in the fortunate situation of returning to work in a role that has flexibility, and in an organisation which has accommodated my part-time hours. There is a lot that businesses can learn and evolve from.
According to the Australian Human Rights Commission, one in two mothers reported experiencing discrimination in the workplace at some point during pregnancy, parental leave or on return to work. 35% of discrimination related to the return to work.
Research shows that working mothers show a higher level of ambition, and yet a 2019 Women in the Workplace study by McKinsey&Co. found that 33% of working mothers consider downshifting their careers or leaving their jobs altogether.
So, how can we as an organisation support women? And in particular, a media organisation which as an industry is known for commanding long hours? (One manager in my early non-Hotglue-big-media-agency days referred to working in media as a “lifestyle” and not just a job.)
The key is in a company culture that trusts ALL of its employees to be able to work flexibly. Hotglue has a number of initiatives which have supported all staff, especially parents.
A hybrid working model for all staff has given me the opportunity to work from home on many days closer to my child’s nursery for when the need requires (i.e. recent toddler hunger strike). Systems and processes are set up to support this hybrid working model, and has encouraged inclusivity; no one is left out simply for working from home on the regular.
I have a flexible working arrangement so my hours can pivot as long as I am contactable during office hours. This has meant I’ve been able to utilise my human alarm clock and start my workday early and then shut the books earlier. No red tape and authorisation required — if you start early, and the work is done, finish early! Just check Slack and be mindful of those urgent DMs.
These Hotglue policies, which might I add are available to all staff and not just parents, instills trust in all employees whether they are parents or not. They have allowed me to continue to return to work and progress in my own career goals; taking on a Head of Digital Media role, and to run, what I believe, to be one of the most successful and clever digital media teams in Melbourne — which continues to grow in both clients and in talent!
But the story doesn’t end here. I have learnt a lot from my experience as the first to return to Hotglue permanently after parental leave. The other department heads and I are exploring further opportunities and processes for the people currently on parental leave and other kinds of leave to return to a supported working environment. The key to success for working parents really is in one thing: a good and supportive company culture that allows for a work-life balance. This is something we wish to continue to grow at Hotglue for all employees, including our mums and dads.
By Kylie Rosan.