Context

The workplace can be an uncompromising place when it comes to the time demands placed on employees. In the UK, and elsewhere, the problem lies in the expectation that workers will fully commit to their work and organisation; it is an unwritten rule that is rewarded through promotions and bonuses. This mode of being a worker is sometimes referred to as the ‘ideal worker’ and is typically associated with a lack of family responsibilities. This unrealistic expectation has created a gender divide in the workplace where women are typically expected to undertake the majority of the childcare, while men are expected to park their parental identity at the door and ‘get on with it’. For unpaid carers, the picture is also skewed detrimentally for women. Of course, the problem is further exacerbated when workers are undertaking childcare and care for an adult dependent. The inequality described here is one of the bases for solidarity amongst parents and carers and, we expect, a key motivation for workers to join networks.  This problem is at the heart of an important UK wide policy debate about parental leave, flexible working and how to support parents and carers in the workplace.

Research Project

This project focuses on HEIs as an important sector, generating significant revenue and employment opportunities for the UK (ParliamentUK, 2017). The sector is facing a turbulent financial landscape and has seen a dramatic downturn in international student enrolments (Universities UK, 2021). This will undoubtedly see increased pressure on staff to produce more for less. Nationally, the sector has a history of staff and student community networks and nowadays many HEIs have a Parents Networks, Carers Networks, or PCNs. Though many emerged as a direct consequence of the pandemic, they remain connected and therefore represent an unexplored phenomenon. In early 2021 these networks were brought together into a community across the UK and started sharing resources and experiences. This ‘network of networks’ offers a unique opportunity to learn from localised practices, while also contributing to the growth of this type of organising with a view to potentially becoming a voice of positive change for their members.

We aim to contribute to a community of practice that can minimise inequalities across interconnected workplaces and promote inclusivity of parents and carers in organisation. We started with a project group that consists of the chairs of the national network, various stakeholders from the parental and caring community, and other network chairs. This consultative body will be our partners throughout the project and help us to shape the research methods and outputs.