COMMENT
Why we overhauled our traditional statutory leave arrangements Anthony Duerden, Chief Executive, Calico Group
important. When I attended the Menopause for Managers session, I knew it was important we talked about the menopause – I just didn’t realise how important. By addressing these all-too-often hidden topics out in the open, we hope our staff will feel recognised and able to broach such topics in the knowledge they will be supported. There are clear benefits in providing staff with As an employer, we feel the traditional statutory additional support during key life events. leave arrangements simply don’t go far enough in It allows individuals to take the time they need to supporting our people when they need it most. process and recover, leaving you as an employer with That’s why we announced additional support for any a more motivated, focused and productive team as a of our staff undergoing fertility treatment, suffering result. pregnancy loss or experiencing the menopause. Our employees can also access a variety of support Since December, 10 additional days of paid ‘special and training alongside paid leave, including access to leave’ are now available to any of our staff undergoing free face-to-face counselling, paid leave for medical fertility treatment – and appointments, flexible this is gender-neutral and working, paid private “We’ve seen for ourselves that applies to partners of healthcare and access to individuals going through trained mental health first discussion groups and training are treatment. Crucially, we aiders. excellent ways to get the message won’t be limiting this We hope these across and stress the key role of the support to a set number commitments go some of treatment cycles. way to supporting our line manager in supporting their We also launched employees when they employees” an ongoing series of need it most. awareness raising For any employers workshops and training looking to introduce for our managers and staff around menopause. similar measures, we’d honestly encourage you to The new allowance and training build on existing take the plunge and go for it. special leave arrangements that also includes ‘Safe We’ve found clear communication to be key: ensure Leave’ that supports employees suffering domestic the arrangements are clearly communicated with staff abuse. at all levels. We care about the wellbeing of employees and It’s also crucial any new measures sit alongside an recognise the impact significant life events can have open, supportive culture that is non-judgmental. on them, both personally and financially. We’ve seen for ourselves that discussion groups Ultimately, we’re trying to create an open, inclusive and training are excellent ways to get the message culture where our employees feel valued and able to across and stress the key role of the line manager in bring their whole selves to work. supporting their employees. A key part of nurturing this culture has been We believe this approach is an excellent way to to encourage and facilitate traditionally difficult bolster or progress an inclusive agenda, provided it conversations in an open manner – this is why sits alongside an existing culture that has the full buyworkshops and training for managers and staff are so in from staff at all levels.
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HOUSING QUALITY MAGAZINE MARCH 2022
