tp bennett’s extended Partner Leave Policy

At tp bennett, we knew we could do better when it comes to paid time off for new parents. We are pleased to share that we have made an important step forward in gender equality by increasing our Partner Leave (Paternity Leave) from three to twelve weeks at full pay. We want our people to feel supported as parents, not just as employees, and we are serious about building a workplace that values family life, promotes wellbeing, and actively challenges gender inequality.

We know that a diverse workplace leads to better ideas, stronger teams, and ultimately, more thoughtful, human-focused design. At tp bennett, we have six employee-led groups (tpb+) that champion inclusion and build community; Guardians, LGBTQ+, Neuro+, Race + Ethnicity, Wellbeing, and Women in Design & Architecture.

In partnership with our People & Culture, the Board and supported by our Equity, Diversity and Inclusion (EDI) panel, these groups help shape the culture of tp bennett, working collaboratively to drive meaningful and lasting change.

An impactful discussion during tp bennett’s International Women’s Day event in 2024 sparked a meaningful conversation about the motherhood penalty and gender equity in parental policies. This dialogue became a catalyst for rethinking how Partner Leave could be made more equitable for all genders and families. Building on that momentum, our employee groups collaborated to shape our latest initiative: an updated Partner Leave policy, extending what was previously three weeks of paternity leave to twelve weeks of paid leave for employees with an expecting partner.

To explore what this policy means in practice, we invited Principal Director, Board Member, EDI panellist and mother, Katia Polidoro, along with architect, Guardian group member and father (soon to be two) Matt Downey, to sit down and talk about the impact the policy has for family life and businesses.

QUESTIONS FOR MATT

Q: Guardians can mean so many things. What drove you to sign up to our Guardians group?

A: Groups can share information about available resources, processes, and strategies for managing specific situations, which are a continued portal of knowledge.

Your life changes vastly after becoming a parent as-well as your perspective on the world. I wanted to be part of a group that promotes wellbeing and celebrates the joys of the role.

At the time, there weren’t too many fathers within the group so I was keen to provide a different view and perspective on the items raised.

Q: What do you wish more people understood about being a working parent?

A: I don’t want to look exhausted or be distracted when I start my day, but I may have been awake since 4am with an inconsolable child who won’t stop crying. What may be the smallest issue to us is a huge deal for a baby. It can play on your mind. 

Please don’t judge me for not being able to join a team event after work. I know I’m missing out, but you should see my child’s face light up when they see that I’m home and can tell me about their day before they go to bed. Being present is what makes a family. 

Lastly, hybrid working has been invaluable for my family life, giving me more opportunities to be present with my child/children.

Q: You are about to have your have your second child and go on paternity leave. In light of the recent updates to tp bennett’s Partner leave policy (raising the allowance from 3 weeks to 12 weeks leave) – how will these changes impact you?

A: The additional time will allow me to form a closer bond with our new arrival, where I can be present in her/his life from the outset. 

Research suggests that it can typically take a while for dads to connect and have a close bond, so I’m hopeful that the extra time will allow this to happen naturally and not in a rush. 

Having a new addition to the family is a massive change for us as parents. I can’t begin to imagine how much of a change it is for a three-year-old, who until now had all of our attention.

The extended time will make it possible to ensure that both children are made to feel important and enable a shared responsibility for us both.

QUESTIONS FOR KATIA

Q: Having a Board that actively champions Diversity and Inclusion is incredibly important for us all to see. You sit on our EDI panel – what have you learnt from our tpb+ groups?

A: Our tpb+ groups are invaluable. A safe space for people to feel heard and supported together and with tp bennett at large. One of my proudest moments at tp bennett was when the groups first came forward with a structured vison, strategy and programme. The depth of thinking and the creativity of the process was impressive. Its been great to see the groups come together year-after-year, joining forces with our People & Culture team to push and implement positive change.  I look forward to seeing what is next.

Q: What would be your message to other employee leaders and companies?

A: It’s understandable to feel cautious about the time and cost involved in these initiatives, but the sense of ownership and belonging they create is truly invaluable. They bring people together, replacing isolation with connection and pride in being part of a community they’ve helped to shape.

Q: How do you think equal Partner leave will influence tp bennett’s culture?

A: It sends an important message, “we walk the walk”. We know that for real positive change and gender equality to happen within society, we must change a culture that penalises primary caregivers (predominantly women) in their career progression.

 tp bennett will be stronger with our enhanced Partner Leave policy, supported by a culture of openness that gives employees looking to start or grow their family the opportunity to compete on an equal footing.

Q: What would you say to prospective parents who want to have a conversation with their manager about Partner Leave and their options?

A: Alongside our new Partner Leave policy, we recognise the importance of challenging the cultural biases that can discourage parents, particularly fathers, from taking leave for fear it might be seen as a lack of career commitment. We will work closely with line managers and our wider team to ensure tp bennett actively supports and celebrates parents who choose to make the most of this special time with a new child, while also being there for their partner.

This stage of life is as important as any other, and it’s okay to speak openly about doubts and worries. We should all feel safe to share our challenges. When we meet people where they are in life, with understanding, safety, and support, the long-term benefits are abundant: a stronger sense of belonging, generosity of spirit, deeper trust between colleagues, and a positive ripple effect on society.