Father’s Day Special: The Enduring Role of Modern-Day Dads

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Modern-day dads now come in various forms. Gone were the days when their roles were mainly of breadwinner or disciplinarian. Today’s dads may be single or married, employed or stay-at-home, adoptive or step-parent. One thing is for sure – they are more than capable caregivers who can provide physical and psychological support for their children. Studies show that fathers’ affection and increased family involvement help promote social and emotional development. Fatherly love helps children develop a sense of their place in the world, which helps their social and cognitive development and functioning. Moreover, children who receive more love from their fathers are less likely to struggle with behavioural or substance abuse problems.1

Tyler Thorpe, Senior Consultant at Great Place to Work® shares:

“Both my wife and I have careers and have shared home responsibilities since we were married, including child care.

Like most growing up in the US, we did not have the support of a domestic helper. My mother committed to raising an ‘independent’ son, so since I was young, I learned to cook, clean, shop and do laundry – and appreciate what it takes. I also learned from my father but in a different way. He was more focused on his work and career demands, so was not much of a presence at home. Early on, I decided that spending quality time with my family would be a priority.

Work-wise, our biggest parenting challenges were often time and schedule-related. There were rarely enough hours or energy to do it all. At the start of each week, my wife, Jeannette, and I would schedule our week – who would go to work later and get the boys fed and off to school and come home later; and who would go in earlier and come home earlier – to help with extracurriculars, homework, and make dinner.”

In recent years, the changing economic role of women have also impacted this evolution. As the rate of women getting employed or looking for work increased, the need for their husbands to provide financially decreased. This elevated women’s confidence and autonomy, and have resulted in more harmonious relationships between partners and sharing of responsibilities. Fathers who do not feel bound to old social norms are comfortable of being fair, affectionate and nurturing with their children and spouses.1

Peh Lee Fang, wife of GPTW Singapore’s Emerging Markets Lead, Quak Swee Seng, proudly expresses:

“At home, Swee Seng is the living encyclopaedia and a playmate for our Daughter Hazel. While I take on a more protective role, Swee Seng allows Hazel to take small risks such as using the knife and taking the first step in cycling.

To Swee Seng, thank you for being our personal chauffeur, food delivery guy and technical assistance without complaint. Thank you for being such a great dad, teaching Hazel important life skills and taking time to counsel and discipline when you see a need.”

In the recent advent of the Covid-19 pandemic, most organizations shifted to the work-from-home set-up, and even working fathers have now found themselves together with their family members and having to support the household. Partners are now being faced with new ways to approach parenthood – with active involvement beginning from very early on – even from birth.2

Not surprisingly, a lot of father’s are finding this as an opportunity more than a disadvantage.

Ambrusius Widiyatmika, Data Operation & Head Engineer for PT Link Net Indonesia, a GPTW-Certified™ company conveys:

“Although I am not thankful for the pandemic, we can now enjoy weekends as a family and I am very grateful for this. It makes my aspiration to have my family as a priority become a reality, even as I accomplish my job with First Squad. This makes quality time more meaningful, whereas last time it was just a luxury.”

Karl Aranda, AVP for Collections at Synchrony Global Services Philippines, also adds:

“On a scale of 1-10 with 10 as the highest, I would definitely say it’s a 10. Gone are the days when I have to worry that something might go wrong at home whenever I leave for work. Gone are the days as well, when I am too spent on driving to and from the office. With the extra time and energy that the work-from-home set up has afforded me, I have been able to spend more precious time with my family. Not only that, being able to work at the confines of our home has allowed me to support my family financially without having to worry of the risk of contracting COVID-19.”

Notwithstanding, the challenge of juggling the well-being, education and raising of children while balancing full-time jobs can take its toll. Acknowledging this, a lot of companies are stepping up to make the transition easier for their employees. Great workplaces provide programs and tools to keep employees connected and at ease in the new set-up. Colleagues can support each other and share ideas on childcaring and household management tips. Some companies have provided flexible work arrangements and amped up medical and financial aid.3

In a recent talk, Great Place to Work® CEO, Michael C. Bush encouraged full flexibility, “Let people get things done …in their own way …on their own schedule.”

Liv.it Indonesia’s Head of Indonesian Operations and HR, Delvy Gusmiranto shares:

“With the move to work-from-home set-up, I realize that I can’t discount the amount of time and energy that my wife has to put into managing my household and that she needs all the help she can get. With the current situation I am able to share the load with my wife and also spend more time with my family. This may sound easy but it does take a very flexible and understanding company to make this work.”

By recognizing and acknowledging the variety of circumstances impacting so many people right now, the value of empathy and need for flexibility have allowed working fathers to flourish in their roles, both at work and at home. Knowing that they have the full support of their colleagues have impacted their lives in many positive ways, and have made them endure stoically through the uncertainty brought about by the pandemic. This would of course trickle to the relationships they have with their partners and children, as they continue to bring fun, laughter, protection, financial security and most importantly, physical presence and care.

 

These are what our dear fathers from Great Workplaces have to say: 

“At this stage in my career and parenting, the company support that I am most grateful for has less to do with being a working father and much more to do with the kind of work we do and our relationships as colleagues. At Great Place to Work, we are given the trust and flexibility to take care of work, family and personal needs as works best for us. My family, both in Singapore and the US, has been managing a couple of serious and unexpected health situations over the last year, and our Managing Directors, Evelyn and Joni, have been wonderful about checking-in and offering support as needed – from periodic food deliveries to encouragement to take time off to tend to family needs and re-charge.” – Tyler Thorpe

“Despite the chaotic situation due to the pandemic, I would like to thank Link Net for the fast response and action taken in early March 2020, and for the continuous support for all First Squad employees to ensure our safety and health. Also, thank you to all my First Squad colleagues who always care and uphold teamwork to make this all these achievements possible. We are FIRST SQUAD and ‘One who always discover POSSIBILITIES’ right?” – Pak Widi

“I am very fortunate to have a very supportive team. Whenever I need to be out on vacation to spend additional time with my family, I am always confident that my teammates are able to cover for me in my absence. Them being on top of their game consistently allows me to have a balanced work-family life and I am very thankful to them for that. I will always be thankful to Synchrony and to my Collections team for allowing me to spend  more valuable time with my family. The success of the work-from-home set up has allowed me to devote more time and energy to that one gift that I have always valued – the gift of family.” – Karl Aranda

“Liv.it has done just that – giving flexibility to their employees to make sure they are able to manage their family duties and also work without sacrificing either one. This flexibility by the company is also supported by very helpful and understanding colleagues. We always support each other in times of need making sure that there are no disruptions to the work at hand. I feel really blessed and grateful to have all of this in my work life and it motivates me to give the best contribution to my company. Thank you Liv.it!” – Delvy Gusmiranto

References:

(1) The Changing Role of the Modern Day Father

https://www.apa.org/pi/families/resources/changing-father

(2) Fatherhood during Covid-19 pandemic: an unexpected turnaround

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7194733/

(3) https://www.greatplacetowork.com/resources/blog/4-ways-your-company-can-support-working-parents-during-covid-19

Great Place To Work identifies Best Workplaces™ in Asia by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

For All™ Methodology

Great Place to Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2022 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 130,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:
1.  The criteria we evaluate

  •  85% concerned with Trust and Maximizing Human Potential and
  • 15% concerned with everything else

2.  Where the data comes from

  • 100% Trust Index for organizations with less than 100 employees
  • 75% based on the Trust Index survey analytics and 25% based on responses to the Culture Audit for organizations with more than 100 employees.
For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees