HeyFlow

An estimated 20,000 women left the UK tech industry in the first half of 2023. That's 110 a day.  We wanted to find out why. In January 2024, HeyFlow and MotherBoard | Charter, Events & Community joined forces to launch the "The Reality of Mums in Tech": a state-of-the-nation research project. MotherBoard is a Business Charter, Community, and Event Series driving tangible change for mums working in the tech industry. This initiative aims to gain comprehensive insights into the experiences of working mothers in the UK tech industry. Full results:  https://lnkd.in/dHfZsFQR     The ‘Realities of Mums in Tech’ is an open and ongoing project and if you would like to contribute your story, you can today: https://lnkd.in/djEfJmDB 

Maternity is a major reason why women leave the workforce. 17% of mothers leave their jobs within five years of childbirth, compared to just 4% of fathers. How an employee is treated during maternity leave often reflects how they’ll be treated after returning. A good maternity leave package can improve loyalty, satisfaction, and retention.    It’s no surprise that 74.1% of UK employers offer Enhanced Maternity Pay.  Supporting employees with care responsibilities goes beyond offering extended leave. A positive experience during maternity leave and return to work boosts inclusion, productivity, and employee retention.     What’s included in the Maternity Leave Policy Guide:   ➡️ Info about Statutory Maternity Leave  ➡️ Who is a Maternity Policy for?  ➡️ Considerations for inclusion in a Maternity Policy policy  ➡️ Maternity Policy Policy Structure Template     Access the free guide here 👉 https://lnkd.in/daZNd623     ---  #MaternityLeave #MaternityLeavePolicy #ParenthoodAtWork #HeyFlow 

63% of new fathers felt mentally unprepared to return to work after their paternity leave.  Where does paternity leave rank on the priority list of gender inclusion?    Societal norms are changing, and more fathers want to be actively involved not just as their children grow but right from the start. However, statutory paternity pay is falling short of reflecting a father’s role.     62% of fathers would take more paternity leave if paternity pay rates were higher. Over half of future parents said they could afford six weeks of paternity leave if it paid 90% of their income.    Longer paternity leave benefits fathers, improves work-life balance, and helps address the Motherhood Penalty. Countries offering six weeks of paternity leave typically have a 4% smaller gender pay gap than those offering less.    We think it is time to see changes for paternity leave. What’s included in the Paternity Leave Policy Guide:     ➡️ Who is a Paternity Policy for?  ➡️ Considerations for inclusion in a Paternity Leave policy  ➡️ Paternity Leave Policy Structure Template     Access the free guide here 👉 https://lnkd.in/dcsPmhGT     ---  #PaternityLeave #PaternityLeavePolicy #ParenthoodAtWork #HeyFlow 

63% of male tech & agency leaders know ‘the basics’ or less of how to support someone returning to work after maternity leave. A smooth and pleasant return to work can be the make or break of whether a returning mother stays in a company. Being equipped and training leaders on how to manage a return-to-work journey is integral to making sure you’re supporting and keeping women in your business. This is a stat from our ‘Allyship in Action’ report in partnership with BIMA: You can access the full report here: https://lnkd.in/eYqrewyE.

80% of women feel like they are held back to some extent by attitudes to periods in their workplace (WaterAid, 2022) For more hard-hitting facts, head over to our website: https://lnkd.in/e5cN-ahd

📢 𝐁𝐫𝐞𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐜𝐞 𝐀𝐫𝐨𝐮𝐧𝐝 𝐏𝐌𝐒 & 𝐏𝐌𝐃𝐃 𝐢𝐧 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 PMS and PMDD impact millions of women every month, often disrupting work, productivity, and mental well-being. Yet, conversations about these conditions are still very rare in professional settings.    To address this, we’re excited to launch our 𝐏𝐌𝐒, 𝐏𝐌𝐃𝐃, 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐆𝐮𝐢𝐝𝐞 — a free, in-depth resource to help both employers and employees build healthier, more inclusive workplaces. 𝐖𝐡𝐚𝐭’𝐬 𝐈𝐧𝐬𝐢𝐝𝐞? 👍 𝘊𝘭𝘦𝘢𝘳 𝘪𝘯𝘴𝘪𝘨𝘩𝘵𝘴 𝘪𝘯𝘵𝘰 𝘩𝘰𝘸 𝘗𝘔𝘚 𝘢𝘯𝘥 𝘗𝘔𝘋𝘋 𝘢𝘧𝘧𝘦𝘤𝘵 𝘸𝘰𝘳𝘬-𝘭𝘪𝘧𝘦  👍 ⁠𝘗𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘴𝘵𝘦𝘱𝘴 𝘧𝘰𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘳𝘴 𝘵𝘰 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘵𝘩𝘦𝘪𝘳 𝘵𝘦𝘢𝘮𝘴  👍 𝘛𝘰𝘰𝘭𝘴 𝘵𝘰 𝘧𝘰𝘴𝘵𝘦𝘳 𝘰𝘱𝘦𝘯 𝘥𝘪𝘢𝘭𝘰𝘨𝘶𝘦, 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘦𝘮𝘱𝘢𝘵𝘩𝘺 𝐓𝐡𝐢𝐬 𝐠𝐮𝐢𝐝𝐞 𝐰𝐚𝐬 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐝 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐨𝐟 𝐭𝐰𝐨 𝐟𝐚𝐧𝐭𝐚𝐬𝐭𝐢𝐜 𝐩𝐚𝐫𝐭𝐧𝐞𝐫𝐬: 🤝 HeyFlow – insight, learning and action for female reproductive health inclusion in the workplace 🤝 The Limitless Collective – experts in empowering women to accelerate their careers without sacrificing their health 👉👉 Download your free copy here: https://lnkd.in/e5m4v_y5 Let’s break the stigma, foster healthier environments, and ensure that no one feels held back by their health at work.    #WomensHealth #WorkplaceWellbeing #PMS #PMDD #Evelyn

74% of male tech & agency leaders don’t feel equipped to support a team member suffering from menopausal symptoms. And with an ageing workforce, a majority of women will go through menopause at work. When leaders don’t know how to support, women don’t get the support they need. This is a stat from our ‘Allyship in Action’ report in partnership with BIMA: You can access the full report here: https://lnkd.in/eYqrewyE

Most agency male leaders want to be a more proactive ally to women at work… so what’s stopping them? Here are some common barriers to allyship and how to overcome them: 🛑Barrier: Fear of getting it wrong 🟢Solution: Talk less, listen more. The role of an ally is to use your resources to support the already existing voices rather than amplifying your own. 🛑Barrier: Fear of repercussion 🟢Solution: Acknowledging this as a reality. Unfortunately, backlash is a risk of allyship, though it shouldn't be. If you encounter criticism for speaking out on these issues, consider what it's like for those who live them every day. 🛑Barrier: Fear of not making a difference 🟢Solution: Start at the micro-level and take things slow. Small immediate differences mean the world. 🛑Barrier: Not having enough time. 🟢Solution: Start. People have different levels of resources available, and doing something is better than nothing, and everyone can do something. Even small actions can bring us closer to achieving equity if we all move in the same direction. -- Through HeyFlow Leadership learning we help overcome these barriers and help businesses gain a nuanced understanding of how reproductive health inclusion links to gender equity, the gender pay gap, reputational risk and ESG reporting.  You can find out more on our website: https://lnkd.in/ep6AhPRN

A quarter of women regularly have their work affected by period pain. But it isn't just pain that can affect work. Research has linked over 150 physical and mental symptoms to PMS, including fatigue, headaches, anxiety and depression. HeyFlow focuses on exploring the various challenges related to periods, rather than just the cramps and pain, as many more symptoms can affect someone's ability to work and their overall workplace experience. The main issue though? Only 4% of women have raised their issues with their manager. For more hard-hitting facts, head over to our website: https://lnkd.in/e5cN-ahd #HeyFlow #PeriodsAtWork

Most companies don’t have reproductive health training as part of their managerial learning & development plan, despite managers wanting to be trained when asked directly. According to the ongoing aggregated HeyFlow data: ➡️ More than 6 in 10 managers want more training on menopause ➡️ Nearly half of managers want more training on periods & the menstrual cycle. Training builds confidence. Confidence builds support. For more information on Reproductive Health Management Learning head over to our website: https://lnkd.in/ep6AhPRN