Fathers in the Family

Debate between Neil Gray and Anne Main

Wednesday 1st March 2017 Westminster Hall

[Mr Andrew Smith (Oxford East) (Lab)]

The hon. Gentleman is making an excellent speech, and I congratulate him on securing this important debate. I wonder whether he has seen the helpful Barnardo’s briefing, which points out that without appropriate support, young and vulnerable fathers in particular can end up feeling isolated and marginalised by services and agencies. It goes on to recommend that local authorities should have an identified lead professional responsible for co-ordinating work.

[Mrs Anne Main (in the Chair)]

Order. I ask that interventions are brief, otherwise I shall overrule them.

[Neil Gray]

I thank the right hon. Gentleman for his intervention. That is sage advice from Barnardo’s, as is normally the case from that organisation.

Shared parental leave was introduced by the last UK Government, but there was a widespread admission, including from its architect Jo Swinson, that the current policy does not go far enough. We need to ensure that employers are supported in offering all employees the opportunity to take a period of leave to care for their child, so that the responsibility does not fall de facto on women’s shoulders. We need an effective shared parental leave policy that will help men at home and also women at work. It would also help the economy, because a 2014 Centre for Economics and Business Research study suggests that a “work from anywhere” culture would add an extra £11.5 billion a year to the UK economy.

Some mums want to stay at home for as long as possible and would not choose to share parental leave with their partner—I can perfectly understand that—but we are failing to help the mums who want to return to work and the dads who want to spend more time at home. In a similar vein, employees now have a right to request flexible working, but there is no definition of what that means, nor any compulsion on employers to do anything other than just consider it. As a society we are starting, rightly, to move away from the definition of fathers as the breadwinning disciplinarians, but we have not yet caught up in the workplace. The shift in fathers’ desire to be more involved at home does not match the predicted uptake of parental leave by men of between 2% and 8%. There is still a reticence among men to ask to be at home more and a market expectation on them to continue in the traditional role as working breadwinners.

The only way to shift societal norms is to support or incentivise behaviour through policy, but employment law is currently decided here at Westminster. The UK Government must acknowledge the reality that gender-based discrimination against both men and women is not only hugely detrimental to individuals and our society but is harming our continued economic growth.

There was no prouder or more important moment of my life than when I became a father—on either occasion, in case my daughter or son look back on this and suggest any favouritism—but fatherhood and parenthood is clearly not a single event; it is a lifelong adventure and responsibility. My experiences as a dad are already different from my father’s, as society moves on. The Year of the Dad highlighted why being a dad is so important. I have raised this issue today to suggest to the UK Government that they need to do more to help in that regard. We need to support the changing societal ideas about what being a dad is about and support employers so that dads can live up to the new expectations and aspirations of fathers. I make an offer to the Minister today to help constructively to ensure that the UK Government’s employment law is directed towards supporting all mums and dads to be able make the choices that are right for them and their children.