I’ve seen a much a stronger focus on men achieving a better work-life balance, particularly around family responsibilities, since COVID struck almost six years ago. It seems more manageable and balanced than it used to be, which is great.
Personally, as the father of daughters aged 21 and 16, I prefer getting into the office early with the aim to get home at a semi decent time. If there’s something I must stay later for, then I obviously will. Fortunately, my wife is supportive and understands the demands of my role, and is able to manage any unforeseen issues, especially as the children have got older. However, if I have a family commitment during the working week, I’ll always make the time and absolutely try my best to keep it – especially events like parents’ evenings or open days.
I wouldn’t say that there is a single approach that works for everyone though. I’m a strong believer in empowering people and ensuring it works for everyone’s personal circumstances. This has been facilitated by Leonardo moving towards hybrid working, with the emphasis on people being more output-based rather than focusing on presenteeism.
Since COVID, we’ve seen that a strict 9-to-5 isn’t necessary for us as a business and is probably not best for our people either. There are natural ebbs and flows in people’s work commitments and deadlines. However, if someone is continually having to put in many extra hours just to cope with their workload, that’s not right, and it’s something that I and my team would address. Ultimately, we need to encourage people to talk. Each person has their own constraints, pressure points and preferences, so it’s about getting the right mix for them and the business. What works for one, won’t necessarily work for another.
For example, when we have a peak of work on a deadline, one of my team has been quite happy to log off early, do stuff with his family for 2-3 hours and then log back on later. If it works for him, fantastic. I’ve got absolutely no problem with it. It’s absolutely brilliant that he’s got that flexibility.
Personally, I’m not one of those people that can or enjoys doing that. I would rather get up early and start early, so I’m not working late into the night. I’m not at my best then.
Working alongside my peers, and with my first line and their teams, I remind them all that balance looks different for everyone. By promoting flexibility, understanding and open dialogue, we can create a workplace where individuals thrive both professionally and personally. On International Men’s Day, let’s celebrate progress and commit to supporting healthier, more inclusive work cultures.
