Parental Leave: Leading practice organisations use the gender-neutral term ‘parental leave’ to refer to all leave (paid or unpaid) taken by new parents whether for the birth of a child, adoption or after a stillbirth.
(Please note, however, that employees who have experienced stillbirth may not want to use this language. Their personal preferences should be respected).
New Parents: Following Advancing Parental Leave Equality Network’s (APLEN) recommended approach, where possible we refer to ‘new parents’ rather than ‘primary’ and ‘secondary’ carers. A number of government departments continue to use ‘primary’ and ‘secondary carers’, respectively, to describe a parent who is at home with a child, and a parent in the workforce. Feedback from parents, particularly new dads, is that the terms primary and secondary suggest that parents who are at work are less interested and involved in care for their children. The phrase ‘new parents’ normalises care by both parents reflects the realities of care in working families.
A note on binary language: DCA is committed to inclusive language at work – that is, language that is respectful, accurate, and relevant in the workplace. At the same time, we know that what constitutes inclusive language is an evolving discussion and one characterised by multiple views. DCA recognises that gender does not only exist in binary categories and that many people do not identify or fit comfortably with these labels. We acknowledge that there are people whose experiences and identities cannot be captured by this binary language. At DCA we aim to use language that includes, and addresses marginalisation of, all genders where possible. However, this resource sometimes uses binary language. Gendered terms are sometimes used in the legislation we are discussing. Furthermore, binary language is sometimes necessary to convey the gendered nature and dynamics of society, and the very real effects these categories can have on people’s lives.