Giving the people of Ealing a headstart

September – back to school and for working parents, a rush of arrangements and WhatsApps as we navigate a new term. Juggling drop offs, breakfast and after school clubs and a plethora of pick-ups alongside our other commitments. The flexibility of hybrid working has undoubtedly made things easier for some working parents. They might squeeze in a school drop off before they start or enjoy an extra hour of family time in lieu of a long commute. But it hasn't made a difference for everyone - little has changed for those on our frontline. And speaking from experience - while doing the school run before your morning meeting has its special moments, many of them are not what I would describe as quality time!The increased paternity leave is part of a new package of family friendly policies for employees at Ealing. Benefits range from an improved maternity offer – including a retention payment for colleagues as they return – to an increase in eligibility for adoption pay, so we support all our adoptive parents, regardless of their child's age. That is why maternity and paternity leave is precious. A protected time for all working parents, to put aside the demands of the day job and focus on their families at a significant life moment. We know that children thrive best when they have as many close caregiving relationships as possible, and it is fantastic that today, many men share in the joys and burdens of providing care. What is less fantastic is that sadly, our approach to paternity leave has stayed firmly stuck in the 1950s. Two week's paid leave for new dads feels outdated and unfair – and an anomaly in our sector, where inclusion is at the heart of what we do. If we're going to have a more equal society, it is critical that we address this. As employers, we have an important part to play in normalising men acting in caring roles – by reflecting the reality in our workforce approach. At Ealing we are doing our small part in this. New dads at our council now get eight weeks paid paternity leave - fantastic news for colleagues who are parents. The move has been endorsed by unions and campaigners and a cause that is close to my heart personally. I took shared parental leave for both my boys, which was incredibly valuable for me and my family, and has strengthened the relationships I have with my children now. But not everyone can afford to take shared parental leave, and it isn't widely taken up even by those that can afford it. By giving eight weeks paid paternity leave as a standard entitlement, we make it an option for more people and normalise it as something that everyone does.The increased paternity leave is part of a new package of family friendly policies for employees at Ealing. Benefits range from an improved maternity offer – including a retention payment for colleagues as they return – to an increase in eligibility for adoption pay, so we support all our adoptive parents, regardless of their child's age. There is also cost of living help, including support with renting a property and childcare costs. This is relevant for all our employees, not only those with families, as it provides them with extra support as they navigate key life moments. And it helps to break down some of the barriers we know people experience, that can prevent them from changing jobs or progressing their careers.These changes are not only making us a fairer and more inclusive employer – they are vital for our future. Our broader workforce strategy sets out to improve recruitment and retention, develop talent and attract a more diverse workforce. Across the sector, local government is grappling with a risk to its resilience – our workforce is getting older. Initiatives like the graduate programme and apprenticeships are helping to establish a pipeline of new talent, but we must do more. Like most councils, we want to attract younger workers and mid-career professionals, while retaining the wealth of experience that exists in our organisations. We believe our new package of employee support strengthens our position in a competitive labour market and responds to changing expectations from employees about flexible, inclusive workplaces. But it isn't just about us as an employer. If these changes are good for our people and good for our council, then they are also good for our communities. We want our workforce to be representative of the borough we serve. The political leadership at Ealing has a strong commitment to equality, inclusion and increasing social connection in our borough. This is set out clearly in their new council plan, Values in Action. With around 30% of Ealing colleagues resident in the borough, these employment policies are an example of us putting their values into practice. These workforce policies are directly benefitting our communities by breaking down barriers and helping local families build strong relationships - right from the start. Tony Clements is chief executive of Ealing LBC

Title

WORKFORCE

Giving the people of Ealing a headstart

By Tony Clements | 14 September 2026

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