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