This article was originally published in the September 9 edition of TES. It has been brought from behind the paywall in honour of International Women’s Day. To subscribe to TES, click here.

September is a cruel month for parents who are also teachers. They have spent the summer finally giving their own children the same attention they diligently give to a class for the other 11 months of the year. They have been able to give their full focus to their toddler’s narration through 7.40am ablutions without worrying that this delay will result in the fabrication of yet another acceptable excuse to explain being late to the morning meeting. They have also had a break from the ninja-like moves it takes to reorganise childcare when those morning meetings - or evening ones - are casually changed from a Tuesday to a Wednesday (on the Monday).

For a brief time, they have almost felt in control. And that they might be quite good at this parenting thing.

And then school starts, and all hell breaks loose again. If you and your partner are working parents, teaching alongside bringing up children is one big, crazy circus; it’s like juggling eggs blindfolded. If you’re a working single parent, well you’re juggling those eggs blindfolded while also sitting on a trapeze and trying to do magic tricks with your toes.

Inevitably, with two working parents, it’s the working mum who tends to feel the strain more. So often it is still the mum who takes charge of most of the childcare. And endures more of the problems as a result.

People are looking for a reason why more women don’t go into leadership - to me it’s obvious: they don’t have the time, support or working arrangements to even begin to consider promotion.

What working mums really need - what all parents need - is a poised ringmaster, a headteacher who realises that the key to an outstanding school is a family-friendly environment where it is recognised that experienced, dedicated and skilled working parents are not “difficult”, but instead have the potential to be the star turns in any and every school. If they are given the chance.

So, roll up, roll up...to learn about some simple steps that you, as a headteacher, can take to make life easier for those staff with children. The best bit for you, dear leader, is that all of these things will make life easier for you, and better for your school, too.

Evaluation

Is your school truly family friendly?

You probably have a policy document for just about everything that goes on in your school, but do you have a help guide to navigate a first-time mother through the legal paperwork and form-filling relating to going on maternity leave and then returning? Do dads know they can apply for shared parental leave? Do either the mother or father know that they can apply for flexible working and how they can do so, or do they know the protocol for being off when their baby is sick?

Going back to work after experiencing parenthood for the first time is both excruciating and exhilarating. Schools don’t do enough to assist in that process. For example, a phased return, rather than being dropped straight back in at the deep end, can make it a smoother transition for all.

Review your approach to maternity and paternity leave and talk to those in your school who have been through the process. Honestly assess whether you are doing enough to help.

Support

Are your working parents content? Have you even thought to ask them? You have a pastoral duty to your staff, so if you don’t know how well they are coping with balancing childcare and work, how can you fulfil that obligation to protect their wellbeing?

Childcare is a huge headache for any parent, especially if you are reliant on expensive outside agencies to care for your children. For single mothers, working part-time can be a financial necessity rather than a choice - childcare for five days per week can cost more than their salary.

Think about how you could help. Do you offer a childcare voucher scheme? Do you have links with a local nursery so discounts can be negotiated? Is it an option to offer wrap-around care, to let teachers’ children attend breakfast or after-school clubs even if they do not attend the school? Be creative: something as simple as a well-timed planning, preparation and assessment (PPA) period can make a world of difference.

Flexibility

Yes, job shares and flexible hours can be a nightmare to timetable and, done badly, can impact on children negatively.

But that does not mean that all job shares are a nightmare for all involved; it simply means you have to get better at making them work. We need a change in attitude.

Offering flexible working is a powerful tool in retaining teachers who are parents. In a job share you can get two minds of experience for the price of one, two working parent-teachers who can cover each other in a whole range of situations; it can mean less supply costs and better continuity of learning for their class.

Put the right two people together for a job share and there are benefits for all.

Technology

Allow staff to attend meetings remotely, or, if they can’t attend at all, ensure that minutes are shared and actions cascaded back through having coherent and careful communication systems in place. Could a conference call replace a journey into school to make life a little easier? Trust technology and trust your staff to be committed to doing the best they can, whether on or off the school premises. Is a bum on a seat always the best option?

Andrea Hazle is a teacher at Hart Plain Junior School in Hampshire