Policy Objective and Rationale

Rawalpindi Medical University recognizes that achieving true gender equality requires a holistic approach that supports all parents in balancing their professional responsibilities with family life. This comprehensive paternity support policy aims to foster an inclusive environment where non-gestational parents can actively participate in childcare, thereby enabling their partners—particularly women—to continue their professional development and participation in academic, administrative, and clinical roles.

The policy reflects RMU's commitment to creating a family-friendly institutional culture where all employees feel valued and supported in their dual roles as professionals and parents. By normalizing and facilitating active paternal involvement in early childcare, we aim to dismantle traditional gender roles that often disproportionately burden women with caregiving responsibilities, ultimately contributing to enhanced gender parity across all levels of our institution.

Paternity Leave Provisions

To promote active involvement in childcare and support the primary caregiver during the critical early months:

Flexible Working Arrangements

Recognizing that parental responsibilities extend beyond the initial leave period, RMU offers flexible working options to support non-gestational parents in balancing work and family commitments:

• Flexible Work Hours: Employees may request adjustments to their working hours (such as an early start and finish) for up to six months following the birth or adoption. These arrangements should be structured to minimize disruption to departmental operations while providing meaningful support to parents.
• Remote Work Options: Where role responsibilities and departmental needs permit, faculty and staff may be granted the option to work remotely for a specified period, subject to approval from the Medical Superintendent or Principal. Remote work arrangements will be evaluated based on the nature of the employee's responsibilities and the feasibility of remote execution.
• Process for Requesting Flexibility: Employees should initiate a formal discussion with their immediate supervisors regarding their flexibility needs. Supervisors will then coordinate with the Medical Superintendent or Principal to determine feasible arrangements that balance employee needs with operational requirements.

Childcare Facilities Access and Support

RMU is committed to facilitating practical support for non-gestational parents through accessible childcare options:

• On-Campus Daycare Access: Where on-campus daycare facilities are available, non-gestational parents are encouraged to utilize these resources. Priority access will be given to employees with young children (0-3 years), with consideration given to creating reserved slots for RMU staff members.
• Childcare Subsidy Support: For employees without convenient access to on-campus facilities, RMU will actively explore partnership opportunities with reputable local daycare centers. Additionally, the university will consider subsidy options based on departmental budgets and employee eligibility criteria to reduce the financial burden of childcare.
• Breaks for Childcare Duties: Recognizing that parenting responsibilities don't align perfectly with work schedules, short, flexible breaks during working hours will be permitted for essential childcare needs such as feeding, medical appointments, or other urgent care requirements. These breaks should be coordinated with supervisors to ensure minimal disruption to RMU operations.

Support for Returning Non-Gestational Parents

To ease the transition back to work and support ongoing parental engagement:

• Phased Return Option: Non-gestational parents may request a phased return to work with a reduced workload for up to one month following paternity leave. This gradual reintegration helps balance the demands of new parenting with professional responsibilities.
• Mentorship and Support Programs: RMU will provide dedicated mentoring and counseling resources for returning parents to help them navigate the challenges of balancing work and new family responsibilities. These resources will focus on practical strategies for effective reintegration.
• Departmental Flexibility: All departments are encouraged to cultivate a supportive and empathetic environment that acknowledges the adjustment period for returning parents. Department heads should demonstrate particular understanding during the initial post-leave phase when parents are establishing new routines.

Sensitivity Training and Awareness Programs

To foster an institutional culture that genuinely supports shared parental responsibilities:

• Annual Training Sessions: The Medical Superintendent and Principal will ensure that all staff, with particular emphasis on department heads and supervisory personnel, receive comprehensive training on gender sensitivity, work-life balance, and the importance of paternity support. These sessions will address unconscious bias and promote inclusive practices.
• Awareness Campaigns: RMU will conduct ongoing awareness campaigns to educate the university community about the importance of equal parental involvement, reduce stigma around men taking active parenting roles, and foster a genuinely inclusive environment that values caregiving regardless of gender.

Confidentiality and Protection Against Discrimination

RMU pledges to maintain strict confidentiality and protect the rights of all employees who utilize paternity support provisions:

• Confidential Handling of Applications: All discussions, applications, and documentation related to paternity support will be treated with the utmost confidentiality and handled solely by designated HR personnel, the Medical Superintendent, or the Principal. Information will not be shared with colleagues or other departments without explicit consent.
• Anti-Discrimination Assurance: Any form of discrimination, negative bias, or professional retaliation toward non-gestational parents availing themselves of paternity support provisions will not be tolerated. Employees who experience or witness discrimination are encouraged to file a formal complaint with RMU's HR department, which will be promptly investigated and addressed according to RMU's comprehensive anti-discrimination policies.

Responsibilities of Leadership

The Medical Superintendent and Principal bear primary responsibility for the effective implementation, monitoring, and continuous improvement of this policy. Their specific duties include:

Policy Evaluation and Review

This policy will undergo a comprehensive review every two years to assess its impact on enhancing women's participation at RMU and supporting family-friendly workplace practices. Feedback will be systematically solicited from employees through surveys, focus groups, and confidential consultations to identify areas for improvement.

The review process will examine quantitative metrics such as utilization rates, retention of parent employees, and advancement rates, alongside qualitative feedback about employee experiences. This ensures continuous alignment with best practices in gender equality and family support in the workplace.

This policy represents a cornerstone of Rawalpindi Medical University's commitment to fostering a diverse, inclusive, and family-supportive environment. By supporting all parents in balancing their professional and personal responsibilities, we enhance both individual well-being and institutional excellence, creating a community where every member can thrive.