We know the attrition of teacher-mothers is damaging our education sector, and we know there are things that we can do to support them to remain in the profession. But what about teacher-fathers? What do we know about them, and how are we supporting their needs?

Of the 26 per cent of primary and secondary teachers who are men, we know they are as likely to become parents as their female counterparts. According to TeacherTapp, 57 per cent of male teachers in their thirties are dads and 81 per cent of men in their forties.

Attitudes towards parenting are changing, too, with a third of couples now sharing childcare equally, and 26 per cent of 26-35 years thinking parental leave should be split equally.

So why isn’t the, apparently, family-friendly nature of teaching tempting more millennial and Gen Z men into the profession as they begin to consider fatherhood?

Despite the potential compatibility of teaching with family life, teachers’ experiences of motherhood and fatherhood are notably different. Sadly, teacher-fathers often lose out at home in the same way teacher-mothers lose out in the workplace.

Unequal treatment

For example, expectant fathers, secondary adopters or non-birthing partners, are only entitled to attend two antenatal appointments unpaid, whereas those who are pregnant are allowed paid time off for any antenatal appointments.

Of course, there are health aspects of growing a baby relevant to being pregnant that do not apply to fathers, but if parenting is a team effort, then surely the whole team should be included in the process from the start.

Once the baby does arrive, male teachers, secondary adopters or non-birthing partners are then only entitled to two weeks of statutory paternity leave, only one of which has to be paid.

Shared parental leave has enabled some men to spend more time with their babies but, as long as it is paid at £172.48 per week, it remains an impossibility for the majority of heterosexual couples where the man is the main wage earner.

This is one of the reasons our national shared parental leave policy has been labelled a “chronic failure”.

Risks for schools

With such a short period of paternity leave, fathers and non-birthing partners are often left exhausted helping with a newborn baby at home, but also expected to work as normal.

Flexible and part-time working could help here, but only 8.6 per cent of our male teacher population work part-time, representing just 2 per cent of our part-time colleagues in total.

We still have a long way to go, therefore, in removing the stigma attached to flexible working for men in education. So how can things be improved?

Equal and inclusive policies

Firstly, schools and multi-academy trusts (MATs) can transform their pregnancy and maternity policies into expectancy and parental leave policies, ensuring that - when in what the law terms a “qualifying relationship” - both parents are entitled to the same conditions.

This means paid time off for antenatal appointments, paternity or equal parental leave, and pay packages that mirror maternity packages. If that sounds far-fetched, simply look to both the private sector and our public sector counterparts for the good practice already happening.

John Lewis offers 26 weeks of full pay to both parents, for example, a package that is also enjoyed by civil servants.

With men being the minority of our workforce, MATs and local authorities that move to equal policies are unlikely to see a huge impact on their budgets, but may see a boost to recruitment and retention figures and a better staff gender balance.

Clarifying expectations

Where such bold measures cannot be immediately implemented, clarifying the expectations of new fathers can still go a long way.

Outlining emergency cover procedures, for example, and ensuring planning, assessment and leadership responsibilities are passed on during paternity leave is a good start.

With only a fortnight to spend with their new baby, it is shocking some fathers report they are still responding to emails or expected to mark books in their absence.

Flexible working

Offering reasonable adjustments to hours - a temporary form of flexible working - as standard can also provide new fathers with time to rest, look after their partners and spend precious time with their new baby.

Indeed, if fathers are offered the chance to enjoy the benefits of flexible working early in their parenting journey, they are more likely to use it to achieve a sense of balance in the long term, too, and this again could improve retention rates.

Why it all matters

Overall, I hope this series of articles has shown education has plenty to offer parents as a family-friendly career, but ensuring this opportunity is realised requires effort and commitment from leaders.

Get it wrong and teachers are forced to leave in their thousands, but get it right and you can ensure a committed, loyal and happy workforce of parents.

Emma Sheppard is a lead practitioner for English and the founder of the Maternity Teacher/Paternity Teacher (MTPT) Project