How was your paternity leave and return to work experience?
It was difficult at first. I was one of the first people in my firm to take
paternity leave, but HESTA was very supportive. However, I have worked
continuously my whole adult life and I found it hard to let go of existing
processes and relationships that I’d been cultivating, as well as absorbing
the idea of not working in a commercial role. I took the maximum leave that
was permissible under our policy at the time, which was 3 months, and if I
had the chance again I would figure out how to take more time and more
consciously switch off more completely, but I’m incredibly grateful for the
opportunity.
I was lucky enough to be able to experiment with various flexible working
arrangements when I returned, and as my role often requires odd hours
anyway this worked fairly well. My team was also really supportive of me
being available at slightly different times, which meant I was able to
contribute just as much working flexibly as I did working traditional
hours. As more members of the team have had children and gone through their
own journey of parental leave and flexible working (and with a big kick
from COVID pushing us to work remotely) I’ve happily noticed that everyone,
whether they have children or not, is more comfortable flexing their
schedules.
What were the key challenges and opportunities of working flexibly?
Communication and planning. Working at slightly different times to everyone
else in the team requires more careful thought to ensure that the work
you’re doing translates well – it’s much harder to lean across the desk and
ask casual questions, which is something I’d taken for granted previously.
The key challenge for me was juggling delivery of tasks in “normal” time
while operating off-cycle. In reality that meant front-loading work to a
greater degree, and really upping my game in regards to clarity of
communication. Generally though, it was surprisingly seamless which I think
is largely a reflection of the amazing team I’m privileged to work with.
What do you believe members of the private capital industry need to do
to continue to advance the opportunity for a more diverse and inclusive
industry?
Investment management is a “greedy profession” in that it can and often
does absorb the majority of your time and brain space, and it’s inherently
competitive so attracts and rewards people with drive. Because of that I
think it’s an industry that may perpetually struggle with the tension
between a performance culture and work-life balance. The benefits of a
balanced life both personally and in society are fairly well articulated
elsewhere, so hopefully I don’t need to convince people it’s worth
pursuing, but making it happen is easier said than done. Because of the
nature of the industry I think it’s also difficult for many people,
particularly those more junior, to ask to de-prioritise their work out of
fear of the potential repercussions, real or imagined. So it’s up to all of
us to make these things acceptable and normal, most importantly by using
your leave policies! I’m yet to meet anyone that isn’t happier for
prioritising something non-work related in their schedule, and it shouldn’t
be an option that’s only available when you have a baby. So take time to
ride your bike or volunteer at your preferred charity, and make it visible,
make it normal. Let your team see you doing it.
"Your kids are only young once, and taking that time early is an opportunity you won’t get again, so I would 100% recommend prioritising it.”
What advice would you offer a man thinking of taking paternity leave
and/or working flexibly now?
Your kids are only young once, and taking that time early is an opportunity
you won’t get again, so I would 100% recommend prioritising it. I would
also plan for it a little more carefully, so think about when you and your
family will get the most value out of it (hint: it may not be when they’re
first born). Last, it’s amazing how quickly 3 months goes by so I would
encourage you to consider maximising your leave entitlements however you
can.
Working flexibly can be difficult in investment management, and after
experimenting with various formats (e.g. 5-in-4) I’ve ultimately returned
to a “normal” working arrangement, but I’m glad that I had the opportunity
to try different arrangements, and I’d encourage everyone to experiment and
find what works for them.