The breadth of this support guidance highlights the complexity of the issues covered, and the need for understanding, flexibility and training among line managers. Policing struggles to retain female officers as a result of the difficulties in meeting childcare needs for shift patterns in frontline roles. As a police service we need to think differently about how we support parents generally and break down barriers which have created a culture that means that it’s primarily people without care responsibilities who can perform frontline policing roles.
Parenting is something most people will undertake in their lifetimes, it's vital to take families into account
Surveys reveal a correlation between line manager inflexibility, lack of knowledge and understanding and people choosing to exit policing. Taking full advantage of flexible working guidelines in order to support people to remain in policing serves a greater business need than some of the localised reasons for rejection of patterns. Parenting is an activity which most people of all genders will undertake in their lifetimes, and those with children under 14 or special needs often needing the greatest flexibility.
It is right that our workforce give priority to the needs of their families and dependents. In support of our workforce we therefore need to provide clear and consistent guidance to line managers around expectations of what flexibility will be offered to parents and prospective parents.
We cover some of the key recommendations below.
Over-arching recommendations
Creation of peer support networks.
- Systems, processes and line manager training which improves knowledge and understanding and respects the privacy of the individual.
- Full use of workplace adjustment and flexible working policies
- Flexibility to support attendance at key appointments
- More frequent use and referral to Employee Assistance Programmes and Occupational Health support.
- Greater adherence to – and regular review of risk assessments.
- Provide increased access to and awareness of charitable organisations which support parents and prospective parents.
- Each force should provide leadership and senior oversight in order to drive change in this arena.
- Use of HR Single Point of Contacts (SPOCs) to support adherence to and development of appropriate policies and procedures.
Fertility
- Use of reasonable paid special leave (reasonable depending on individual circumstances) at key times throughout fertility treatment.
- Use of reasonable paid special leave (dependent on individual circumstances) for those undertaking surrogacy.
Go to the fertility section of this guide
Baby Loss and Miscarriage
- Where required, use of compassionate leave for partners of those who have suffered miscarriage or still birth, or their baby dies soon after birth.
- Ensure that where a person suffers miscarriage, any sickness is correctly designated ‘pregnancy related’ – even where the sickness extends beyond 2 weeks.
Pregnancy, Maternity, Adoption, Shared Parental Leave Entitlements and other parental and support leave Support
- Formalise processes to keep in touch with staff when away from the workplace, ensuring this covers opportunities to apply for new roles, promotion and keeping them abreast of important organisational change.
- Familiarise managers with the provision of KIT/SPLIT days and explain and simplify how these work to aid an increase in their use. These are explained in the pregnancy, leave and family support section of this guide.
- Support staff back into the workplace with the aid of a bespoke return to work plan, including access to phased return where appropriate, mentors, flexible working and familiarisation/training.
- Provide provision to allow returners to express milk and store it safely and securely.
- Allow use of reasonable paid special leave to support attendance at adoption interviews and appointments
- Consider use of externally accessed parenting portals to support parents away from the workplace.
- Consider use of a dedicated intranet page with information for parents and line managers to support proper adherence to/access to established support, policies and procedures.
- Empower line managers to increase use of agile and flexible working where appropriate to support the mother / pregnant person / birthing parent through stages of pregnancy they find more difficult.
Go to the pregnancy, leave & family support section of this guide
Perinatal Mental Health
- Implement a buddy system for those who return to work with mental health concerns to access confidentially
- Provide a self-referral option to employee assistance programmes and other established mental health support (e.g. Occupational Health).
- Promote understanding and increase knowledge around perinatal mental health in line with established ‘watchful’ mental health support programmes.