So dads clam up, or use subterfuge and leave work early without saying why. It also pays off in the bottom line. Different elements will work in different organizations. Here are some of the key elements noted in Levine's book. Asking, listening and learning .
Employers can begin by asking, listening and learning about fathers' family needs.
It's a good idea to conduct periodic surveys of all employees of the needs they have in family areas. Focus groups targeted to men only can help them bring out issues they would likely keep to themselves in mixed groups. This is the most important element in creating a workplace supportive of every employee. Supporting fathers from the top. Leaders, in memos and speeches to employees, can make clear their commitment to a family-friendly work environment for women and men.