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Modern Families

Index 2019

2

Foreword from Denise Priest

Director of Employer Partnerships, International, Bright Horizons I am delighted to be writing this foreword on behalf of Bright Horizons, and to say how proud we are to be once again partnering with Working Families to produce and share the

Modern Families Index.

In today's Instagram world we can sometimes be

misled into thinking that everyone else “has it all" - effortlessly juggling careers and family life, in perfect things less than perfect ourselves we must be doing something wrong. That is why research such as the

Modern Families Index

is so valuable in providing a realistic picture of today's working parents' and carers' lived experiences. This year's study shows that only a quarter of parents taking part in the Index felt that they had the right balance between work, family and income and almost half said that work gets in the way of spending quality time with their family: reading or playing with their children or taking them to activities. are feeling Instagram-envy! More importantly, the honest feedback which our survey respondents share with us each year helps create the context in which we can all explore what works, what doesn't and how we can improve.

Several themes emerge from this year's survey,

including the issue of high workloads and blurred boundaries, both of which result in parents staying late at work, or checking and responding to emails once they get home. Nearly half of the survey respondents said they felt technology had increased the number of hours they worked - no wonder their family life, and their wellbeing, was affected. We need to look more realistically at the design of job roles, and ways supported. What has particularly caught my notice this year is that nearly twenty years into the new millennium the stereotype of men as providers and women as carers persists, despite the reality being that most mothers and fathers both work, and in the majority (over three- quarters) of the couples in this survey, both partners worked full-time. Tackling gendered assumptions about who works and who cares is crucial in the implications not only for personal wellbeing and family life but also for businesses as they strive to address the gender pay gap, and to attract and retain the best talent. It was heartening therefore to see that some of our surveyed families (almost a third) said they share care equally. Looking at the data there are several elements which seem to make this more likely, such their employer. Judging by their feedback these parents seem to have a more supportive workplace as measured by multiple factors - they are less likely to feel resentful toward their employer, less likely to consider downshifting, less likely to say that work-life is becoming increasingly stressful, and less likely to have an unhealthy lifestyle due to work.

This comes as no surprise to me; Bright Horizons

is privileged and proud to partner with many employers of choice in the matter of the support they provide to their working parents. We witness time and again the value of a family-friendly workplace culture to dependant care services, in terms of our clients' experience of improved employee wellbeing, careers thriving, and retention of key talent. These success stories are achieved through employers committing to listening to their working families and planning accordingly. By reading this report you too are listening - thank you.

Modern Families Index 2019

3Modern Families Index 2019

Foreword from Jane van Zyl

Chief Executive, Working Families

This year's

Modern Families Index

offers a unique insight into the boundary where family and work meet. sometimes-elusive balance between work and time with family, ensuring they have enough money to

Almost half of working parents in the

Index are using working needs to be carefully managed. Flexibility doesn't necessarily generate a better work-life balance or quality of life for those who use it, often because and managed within workplace cultures that don't necessarily support it.

For many working parents, the boundary between

work and family life has become increasingly blurred.

Technology has made possible new ways of working

to be available all the time, driven by managers' expectations and organisational culture. In some cases, parents said that technology has increased their overall workload. This is linked to a wider and persistent problem where parents are routinely putting in extra hours to get the job done, which links back to poorly designed jobs. Inevitably, work and family life then come into work means less time for family life. Flexibility alone can't help here, if all it means is shifting hours worked around an unrealistic workload. However, it is important to note that parents value Index shows their decisions about their careers. Many would prefer where it might not be available. government's recent announcement around a duty on employers to consider whether a job can be

very welcome. What is crucial to the success of any statutory measure is properly designed part-time and

their working lives.

There are other positive signs in the

Index . More fathers are taking an active role in family life and some couples are sharing childcare equally. Fewer fathers are doing extremely long hours and many feel at least partially positive toward their employers about their

Over the last six years, the

Modern Families Index

has explored changing attitudes and expectations year's Index continues this vital work, demonstrating offering recommendations for the government and employers to change the world of work for the better. In examining the challenges that working parents face and offering practical solutions, this report can be a powerful catalyst for positive change.

Families in the UK today

Modern Families Index 20194

There are 6.2 million couple households with

dependent children in the UK and 1.7 million lone- parent families. 1

Of the 14 million dependent children

living in families, the majority (64 per cent) live in a married-couple family. The percentage of dependent children living in cohabiting families increased from

7 per cent in 1996 to 15 per cent in 2016, while the

percentage of dependent children living in single- parent families changed little. Married couples with dependent children have more children on average than other family types. In 2016, 55 per cent of single parents with dependent children had one child, whereas 40 per cent of married couples with dependent children had one child. 2

Dual-earner households are now the norm in the

UK. Among couple families, the percentage of

both parents working full-time increased from 26 per cent in 2001 to 31 per cent in 2013. 3

In 76 per

cent of couple families with one child, both parents are in employment. Very similarly, in 75 per cent of couple families with two children, both parents are in employment. Families with one child are most likely to have both parents in full-time employment (40 per cent). Families with two children are more likely to split employment so that fathers work full-time

and mothers work part-time (41 per cent). In couple families with three or more dependent children, 41

per cent have just one parent in employment. Couple families with three or more children are most likely to split their employment so that the father works full- time, and the mother is not in employment. 4

The employment rate for mothers was 74 per cent

years. Employment rates are higher for both women and men with dependent children than those without. 5

According to the Joseph Rowntree Foundation:

a single person must earn £18,400 a year to reach

MIS (Minimum Income Standard); each parent

in a working couple with two children must earn

£20,000. The minimum wage remains too low

to reach MIS, with widening shortfalls for some groups. A lone parent with two children, working full-time, had disposable income 4 per cent below the MIS in 2008 but 20 per cent below today.' 6 The UK median income is £569 per week - an increase of 3.5 per cent since 2017. Wages are highest in London at £713 per week. Earnings for both men and women tend to climb to a peak at around 50 years old, after which they begin to fall. 7 1 ONS (2017) Families and households 2017. https://www.ons.gov.uk/peoplepopulationandcommunity/ 2 ONS (2017) Families and households 2017. https://www.ons.gov.uk/peoplepopulationandcommunity/ 3 Connolly, S; Aldrich, M; O'Brien, M; Speight, S; Poole, E; (2016) B ritain's slow movement to a Gender Egalitarian Equilibrium: Parents and Employment in the UK 2001 - 2013. Work, Employment and Society,

30 (5) pp. 838-857

4 ONS (2017) Families and the labour market 2017. https://www.ons.gov.uk/releases/ familiesandthelabourmarketengland2017 5 ONS (2018) Families and the labour market 2018. https://www.ons.gov.uk/employmentandlabourmarket/ ketengland/2018 6 Joseph Rowntree Foundation (2018) A minimum income standard for the UK 2008-2018. https://www.jrf.

5Modern Families Index 2019

There are 13 million working parents in the UK

8 (employed and self-employed). Parents in the UK use working hours and 494,000 work term time only (the majority of whom are women). 9 There has been a change in fathers' working hours in the UK. Although they still work some of the longest hours in Europe, their hours have fallen from 47 per week in 2001 to 45 per week in 2011, driven by a decline in weekend and evening working. There has fathers in the UK working 48 hours or more: in 2001,

40 per cent of fathers worked 48 hours or more, but

this proportion had declined to 31 per cent by 2013. 10

The time parents spend on housework has declined

been a reduction in the time spent on paid work - to be expected, given the relative decline in working hours experienced by UK workers since the turn of the millennium. 11

While mothers tend to perform more routine family

activities and be more involved with children than fathers, 12 fathers' involvement with children has grown and continues to grow - from less than 15 minutes a day in the mid-1970s to three hours every weekday (with more at the weekend) by the late 1990s. 13 In

2005, fathers did a third of parental childcare within

households. 14 On average, men spend 16 hours a week doing unpaid care work - including childcare, laundry and cleaning - while women spend 26 hours a week on these activities. Analysis of time-use data shows that women carry out an average of 60 per cent more unpaid work than men. 15 This gendered division of labour within households is a barrier to women's participation in the labour market. Women are more likely to work part-time - 51 per cent worked part-time compared to 18 per cent of men.

When couples have children, women are even more

likely to move to part-time work to accommodate the new demands of home and family - 65 per cent of mothers with a child under 11 worked part-time compared to fewer than half (47 per cent) of other women. And fathers with a child under 11 are slightly more likely to work longer hours than other men -

33 per cent compared to 31 per cent. These work

patterns persist across every country in the EU-28. 16 In addition, work and family policy with shorter paternity leave perpetuates the idea of mothers as carers and fathers as workers, although Shared Parental Leave (SPL) provides an opportunity for some parents to make different choices. 7

ONS (2018) Annual survey of hours and earnings (ASHE). https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/

8

ONS (2018) Parents and non-parents by sex and age of youngest dependent child and different working arrangements,

UK and regions. https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/

9

ONS (2018) Parents and non-parents by sex and age of youngest dependent child and different working arrangements,

UK and regions. https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/

10 Modern Fatherhood (2016) Parental working in Europe. http://www.modernfatherhood.org/ 11 Nat Cen (2019; forthcoming) Changing patterns of parental time use in the UK] 12 Modern Fatherhood (2013) Fathers' involvement with children. http://www.modernfatherhood.org/ 13 14 15 Women shoulder the responsibility of unpaid work, ONS. http://visual.ons.gov.uk/ the-value-of-your-unpaid-work

Modern Families Index 20196

Who took part in the 2019

Index

Demographics are consistent with previous years.

There were 2,750 respondents, equally distributed

between the regions and nations of the UK. Slightly more mothers than fathers responded: 53 per cent and 47 per cent respectively. The majority - 76 per cent - of parents were aged 26 to 45; 46 per cent of parents were millennials. 17

Raising a family

Overall, 49 per cent of respondents said they thought over the last three years, while 27 per cent thought it hadn't changed. Less than a quarter thought it had pressure for the majority, which has implications for their work and life choices. Single parents were more likely, at 69 per cent, to feel this pressure.

Only those living in London thought it was either

getting easier or not getting harder. Eleven per cent of Londoners reported it was getting harder, against a UK median of 50 per cent. People in the North West were more likely to think it had got harder than people in any other region in the UK, with 62 per cent reporting family over the last three years.

Parents who said they felt it was becoming more

likely to say they had increased their hours to provide more income.

Increased hours

Respondents were asked about adjustments

they had already made to their working life for family reasons. Fifteen per cent said they had increased their hours to boost their income. Mothers were slightly more likely than fathers to have done this, at 16 per cent compared to 13 per cent respectively.

These respondents were younger than the

average age in the cohort and had lower incomes. However, this wasn"t down to a lack of work - on average, they were working two hours more per week than the wider cohort.

They were also more likely to report poor

wellbeing and having neither enough time nor money for their family to thrive. have received a promotion, suggesting they had accepted career progression to obtain more money, but that this had resulted in working more hours.

Subsequently, their wellbeing had decreased,

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