Ambition and Family: A DWP Leader on Making It Work

Created by VERCIDA for the Department for Work and Pensions (DWP)

For working parents and carers, the search for a new role isn't just about the job description or the salary; it's about finding a culture that understands life happens outside the office. It's about seeking an employer who sees your family commitments not as a hurdle, but as a part of who you are. This quest for a supportive environment is a universal concern, and finding authentic stories from within an organisation can be the key to understanding its true character.

To explore this, we sat down with Marian, the Head of Employer and Strategic Partnerships for London at the Department for Work and Pensions (DWP). With a remarkable 28-year career at the DWP, Marian is not only a senior leader but also a mother to a 12-year-old daughter and a carer for her sister. Her journey offers a powerful insight into how one of the UK's largest government departments supports its people through every stage of their lives and careers.

A Journey of Growth: From a Summer Job to Senior Leadership

Marian’s career at the DWP began almost by chance. “I finished college, did a bit of voluntary work, and then came to DWP for summer,” she recalls. “That six-month contract became a 28-year contract, I've grown up and become a parent in DWP.”

Today, her role is vast and influential. As the Head of Employer and Strategic Partnerships for London, she oversees the employer and partnership strategy for 49 Jobcentres, engaging with a massive portfolio of employers and key partners and stakeholders. Her focus has primarily been in frontline operations, a field she's passionate about. “That's where my heart and soul is,” Marian explains. “I'm very, very connected to that whole being able to help people and to help people improve their lives.”

This long and varied career, which has spanned nearly every possible role within a Jobcentres, is a testament to the opportunities for growth within the Civil Service. But it's her journey as a parent within the organisation that reveals the most about the DWP's evolving culture.

Navigating Parenthood and a Shifting Culture

When Marian first joined the DWP, the landscape for working parents, particularly women in leadership, was very different. “There were not many female parents in senior leadership roles,” she reflects. “There were lots of men that were parents, but I suppose I didn't quite have that role model at that level, I think that was just a sign of the times.”

Her personal path to motherhood also presented challenges. She candidly shares her experience with IVF treatment while managing a busy, inner-city Jobcentre. At the time, she felt the pressure to be constantly visible while navigating the emotional and physical demands of her personal journey.

“I guess some of the leaders I had at that time didn't quite understand the journey that I'd been on,” Marian says. However, she views this experience not with negativity, but as a crucial learning curve.

This experience instilled in her a deep understanding that the path to parenthood isn't always straightforward. She emphasises the need for organisations to have leaders who recognise this. “What you do need within an organisation is people that understand that it's not always an easy journey for people.” Today, she sees a culture that has profoundly shifted towards one of greater support and empathy.

The Pillars of Support: Policy in Practice

So, how does the DWP practically support its employees? Marian points to a combination of formal policies and an informal, yet powerful, supportive culture.

The DWP's policies are designed with flexibility at their core. These include:

• Flexible Working Hours: The ability to work flexibility to accommodate personal commitments.
• Hybrid Working: Where appropriate for the role, combining office and home-based work to improve work-life balance.
• Part-Time and Term-Time Patterns: Options for employees to work reduced hours or only during school terms, a significant benefit for parents of school-aged children.

For Marian, this flexibility has been invaluable. She shares a specific memory from when her daughter first started school. “At this time, in the role I was doing, I was able to manage my diary and work commitments and not have to commute.  I was able to work from my local office, do my calls and then pick her up at lunchtime for that first week.”

Beyond the official policies, it's the human element that truly makes the difference. Marian speaks of a “brilliant camaraderie, particularly in operations amongst parents and non-parents.” There is a collective understanding and a spirit of teamwork to ensure everyone feels supported, whether it's covering for a colleague who needs to leave for a school emergency or planning holiday schedules fairly.

“I think we've got a really good work ethic amongst us to support each other in that space,” she adds. This combination of understanding managers, robust policies, and a supportive peer network creates an environment where parents and carers can thrive.

Career Progression and the Art of Compromise

A common anxiety for working parents is that embracing flexible working might put the brakes on career progression. Marian’s experience directly challenges this fear. “I've never personally experienced that,” she states.

However, she is quick to add a crucial dose of realism. “There's give and take, right? I made a choice, and I was blessed to become a parent. But I also haven't expected DWP to necessarily fit in with all of that. I've had to make compromises to be able to be the best mum I can be, but also still be good at my job.”

This philosophy of mutual flexibility is key. Marian believes that if you are committed and deliver in your role, opportunities will not be denied. “You get out what you put in,” she says. “If you're doing the best, you possibly can be whilst you're here in the hours that you do, then I don't see any reason why you wouldn't still get those opportunities to develop.”

Her advice is to be proactive and collaborative. “You have to be willing to ask for those flexibilities sometimes as well and be willing with your team to show how you can make it work.” It’s about open communication and finding a balance that works for both the individual and the team. Sometimes, she admits, she has compromised her home life for work but has been supported by managers who encourage her to find a healthier middle ground.

Advice for New Parents and Carers: Build Your Network

When asked what advice she would give to someone considering a role at the DWP, Marian’s answer is twofold, focusing on building support systems both outside and inside the workplace.

First, the parent-to-parent advice: “Build your networks with your school parents, with those people in your local community, having that network is just invaluable.” Knowing you have a trusted group of people who can help in an emergency provides a crucial safety net that enables you to focus on your work with peace of mind.

Second, upon joining the DWP, she stresses the importance of immediate, open dialogue. “Have that really open and honest communication with your line manager and your peers at the earliest opportunity,” she advises. Building trusted relationships allows you to have frank conversations when you're struggling with childcare or other caring responsibilities.

Finally, she circles back to the importance of compromise and being a team player. It's vital to be mindful that non-parents also have lives and holiday wishes. “Be willing to compromise and being willing to be part of that sort of team spirit is still really important, your child is your absolute priority, but there is also that balance to make sure people feel included.”

A Legacy of Possibility

Marian’s journey is one of resilience, growth, and the power of a supportive workplace. Her story demonstrates that it is possible to build a meaningful, senior-level career while being a present and engaged parent and carer. It’s not always easy, as she readily admits, but with the right structures and the right mindset, it is achievable.

The most poignant testament to her success comes not from a performance review, but from her own daughter.

“One of the biggest compliments that I've had recently as a mum was my daughter asking me to go into her school for their career development day, just to talk about what being a civil servant is,” she shares. “It felt like a huge compliment that she recognises that I love my job, and I love what I do.”

For Marian, it was always important to show her daughter that “you can be a really good mum, but you can also be successful at work.” In receiving that invitation, she sees a reflection of the very role model she hoped to be, a dedicated professional, a loving mother, and proof that with compromise, support, and passion, you can indeed have it all.