Measure 6.1 Average weeks of parental leave, by gender (critical)
| What does this measure show? | This measure uses workforce data to see if employees of different genders take more or less parental leave. |
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| Why is this important? | Looking at the length of parental leave can reveal underlying expectations about the roles and responsibilities of carers. If women consistently take more leave than men or employees of self-described gender, your parental leave policies (and workplace culture) may not equally support carers of all genders. Parental leave matters not just for women’s career progression and pay, but for employees of other genders who want to be more involved at home. Normalising shared caregiving helps shift outdated gender stereotypes at work and beyond. |
| Additional questions | Use these prompts to consider this measure alongside other relevant data. Use the ‘level’ classification in your audit data and compare this with your parental leave data. You might consider grouping levels together to get a broader picture. Are there patterns in how long employees take parental leave for at different levels? Focus on the average length of parental leave taken by men. Are there patterns in how long employees take parental leave for at different levels? What proportion of men use the full parental leave they’re entitled to? Use your employee experience data and focus on questions 86 and 87. These look at perceived barriers to success in your organisation. If possible, disaggregate the data by gender. Do employees see caring responsibilities or flexible work arrangements as a barrier to career success? Are there gendered differences in these perceptions? If you have the data, look at how gender intersects with other factors, like cultural identity or disability status. Do you see different trends for groups facing intersecting inequalities? In consultation, you can explore further:
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| Other measures to consider | Consider this measure alongside:
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Measure 6.2 Uptake of flexible work, by gender (critical)
| What does this measure show? | This measure uses workforce data to see if formal flexible work arrangements are more common for women, men or people of self-described gender. |
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| Why is this important? | If flexible work is mostly taken up by one gender (often women), it can point to gendered expectations around caregiving. Or, it could indicate concerns that accessing flexible work will hurt career prospects. This can reinforce stereotypes about who should be balancing work and care, and who is considered ‘committed’ to their job. When flexible work is normalised and taken up across all genders, it improves retention. It can also boost resilience and build a more inclusive workplace. It challenges outdated gender roles and encourages fairer sharing of paid and unpaid work. This helps to close the gender pay gap and improve gender equality. |
| Additional questions | Use these prompts to consider this measure alongside other relevant data. Use the ‘level’ classification in your audit data and compare this with your parental leave data. You might consider grouping levels together to get a broader picture. Are there patterns in flexible work uptake across different levels of your organisation? Use the ‘employment type’ field to identify senior leaders. Compare their flexible work usage with other employees. Is there a difference in flexible work uptake in senior roles, compared to other employees? Use the occupational codes in your audit data. Is there a difference in flexible work uptake across different occupational groups? If you have the data, look at how gender intersects with other factors, like cultural identity or disability status. Do you see different trends for groups facing intersecting inequalities? In consultation, you can explore further: What are the perceived barriers to accessing flexible leave, by gender? See measure 6.1 for further advice that also applies to this measure. |
| Other measures to consider | Consider this measure alongside:
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Measure 6.3 Perceptions of flexible work culture, by gender (critical)
| What does this measure show? | This measure uses employee experience data to see if employees of different genders feel confident their request for flexible work will be considered. |
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| Why is this important? | Your flexible work policies may seem inclusive on paper. But it is important to understand if employees believe their requests will be taken seriously. If perception levels differ by gender, it may signal underlying cultural bias. Or there could be barriers discouraging people from seeking flexibility. This information can also help you design strategies to address the issue. Understanding these perceptions helps uncover where support is lacking or uneven. When all employees feel confident to request flexible work, it’s a sign of a genuinely inclusive culture. This is a culture that supports better balance and reduces stigma. It helps shift outdated ideas about who can (or should) access flexibility. |
| Additional questions | Use these prompts to consider this measure alongside other relevant data If available, use demographic data from your employee experience survey to break down responses to questions about flexible work by different attributes, not just gender. Do different social groups experience flexible work culture differently? For example, what do the responses show for employees from diverse cultural backgrounds? Or those who identify as a person with disability? Do perceptions of flexible work differ across types of roles? Consider whether responses vary based on factors like management level, salary range, or work area. See measure 6.1 for further advice that also applies to this measure. |
| Other measures to consider | Consider this measure alongside:
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Measure 6.4 Gender composition of parental leave takers (supplementary)
| What does this measure show? | This measure uses workforce data to see who is more likely to take parental leave.
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| Why is this important? | Looking at who takes parental leave helps shine a light on expectations around caregiving. If parental leave is mostly taken by women, it can reinforce the idea that caring is mainly a woman’s role. This often limits women’s career progression and contributes to the gender pay gap. When more men (especially those in heterosexual partnerships) take parental leave, this can signal more equal sharing of care and a workplace culture that supports all parents. Understanding this measure also helps you to think about why some employees might avoid taking leave. This insight can help you create a more inclusive, supportive culture for all. |
| Additional questions | Use these prompts to consider this measure alongside other relevant data. Use the ‘level’ classification in your audit data and compare this with your parental leave data. You might consider grouping levels together to get a broader picture. Is parental leave used less often at certain levels? Use ‘employment type’ to identify senior leaders. Compare senior leaders and other employees. Is there a difference in parental leave uptake in senior roles, compared to other employees? Use the occupational codes in your audit data. Is there a difference in parental leave uptake across different occupational groups? If you have the data, look at how gender intersects with other factors, like cultural identity or disability status. Do you see different trends for groups facing intersecting inequalities? See measure 6.1 for further advice that also applies to this measure. |
| Other measures to consider | Consider this measure alongside:
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Measure 6.5 Gender difference in carer’s leave (supplementary)
| What does this measure show? | This measure uses workforce data to see if employees of different genders are equally likely to take carer’s leave.
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| Why is this important? | A gender gap in carer’s leave can reveal whether employees of different genders feel equally able to take time off to care for others. If men are significantly less likely to access carer’s leave, it may reflect unspoken cultural norms or stigma. Or, there may be workplace barriers that discourage them from doing so. Encouraging and normalising carer’s leave for all genders creates a more inclusive workplace. Everyone should feel supported to balance work and care without fear of judgement. It also plays a part in reducing the ‘motherhood penalty,’ improving gender equity in career progression, and promoting more equal participation in caregiving. |
| Additional questions | Use these prompts to consider this measure alongside other relevant data. Use the ‘level’ classification in your audit data and compare this with your carer’s leave data. You might consider grouping levels together to get a broader picture. Is carer’s leave used less often at certain levels of the organisation? Use ‘employment type’ to identify senior leaders. Compare senior leaders and other employees. Is there a difference in carer’s leave uptake in senior roles, compared to other employees? Use the occupational codes in your audit data. Is there a difference in carer’s leave uptake across different occupational groups? If you have the data, look at how gender intersects with other factors, like cultural identity or disability status. Do you see different trends for groups facing intersecting inequalities? See measure 6.1 for further advice that also applies to this measure. |
| Other measures to consider | Consider this measure alongside:
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