Ambition and Parenthood: Thriving in Local Government While Raising a Family

Balancing a fulfilling career in local government with the demands of family life is no small feat. Whether you're a council officer navigating service delivery or an elected member representing your community, the pressures of public service can feel all-consuming. Yet, ambition and parenthood need not be mutually exclusive. With the right strategies and support, local government professionals can continue to grow their careers while nurturing their families.

This blog explores two key areas: what individuals can do to support their own aspirations, and what local authorities can do to foster a culture where ambition and family life can thrive side by side.

Part 1: What Individuals Can Do to Support Their Career Aspirations While Raising a Family

1. Define Your Own Success

Success in local government doesn’t always follow a linear path. For some, it’s about climbing the leadership ladder; for others, it’s about making a tangible difference in their community. Define what success looks like for you, and don’t be afraid to revisit that definition as your family grows.

“I realised that success for me wasn’t just about promotions—it was about impact. I found ways to lead projects that mattered, even if I wasn’t the most senior person in the room.”

2. Be Strategic with Time and Energy

Time is a precious commodity for working parents. Prioritise tasks that align with your long-term goals and learn to say no to commitments that don’t serve your purpose. Use tools like calendar blocking, task batching, and digital reminders to stay on track.

3. Seek Out Flexible Working Arrangements

Many councils now offer flexible working policies, including hybrid working, compressed hours, and job sharing. Don’t hesitate to explore these options with your line manager. Flexibility can be a game-changer for parents trying to balance school runs, childcare, and professional responsibilities.

“When I returned from maternity leave, I negotiated a four-day week. It gave me the breathing space I needed to be present at home and still deliver at work.”

4. Invest in Your Development

Even with limited time, there are ways to continue learning. Online courses, webinars, and mentoring schemes can fit around family life. The Local Government Association (LGA) and Solace frequently offer development opportunities tailored to officers and members.

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5. Build a Support Network

Connect with peers who understand the unique challenges of working in local government while raising a family. Whether it’s a WhatsApp group of fellow councillors or a lunchtime catch-up with colleagues, these networks can offer both practical advice and emotional support.

Part 2: What Local Authorities Can Do to Support Officers and Members with Families

While individual strategies are vital, systemic support from local authorities is equally important. Councils have a responsibility to create inclusive, family-friendly workplaces that empower their staff and elected members to thrive.

1. Embed Flexible Working into Organisational Culture

Flexible working should not be seen as a perk, but as a standard practice. Councils can lead by example by ensuring that job adverts, policies, and management training all reflect a commitment to flexibility.

“We’ve moved beyond just allowing flexible working—we actively encourage it. It’s helped us retain talented staff who might otherwise have left the sector.”

2. Support for Elected Members with Caring Responsibilities

Councillors often juggle full-time jobs, council duties, and family life. Councils can support them by offering remote access to meetings, family-friendly scheduling, and childcare allowances. The Local Government Association recommends that councils consider the timing and location of meetings to ensure they are accessible to those with caring responsibilities.

3. Create a Culture of Openness and Empathy

Managers and leaders should be trained to have open conversations about work-life balance. A culture where staff feel safe to discuss their family needs without fear of judgement is essential.

“When my child was ill, my manager didn’t just allow me to work from home—she checked in to see how we were doing. That kind of empathy makes all the difference.”

4. Offer Parental Leave That Goes Beyond Statutory Minimums

Enhanced maternity, paternity, and shared parental leave policies can signal a council’s commitment to supporting families. Some local authorities are already leading the way with generous packages and phased return-to-work schemes.

5. Provide Onboarding and Reboarding Support

Returning to work after parental leave can be daunting. Councils should offer structured reboarding programmes, including catch-up briefings, mentoring, and phased returns, to help staff reintegrate smoothly.

6. Champion Role Models

Highlighting stories of officers and members who have successfully balanced career progression with family life can inspire others. These role models can also mentor newer staff navigating similar challenges.

“Seeing a senior leader take shared parental leave gave me the confidence to do the same. It showed me that ambition and fatherhood aren’t mutually exclusive.”

7. Invest in Childcare Support and Facilities

Where possible, councils can explore partnerships with local childcare providers or offer on-site childcare. Even small gestures—like providing a private space for breastfeeding or expressing—can make a big difference.

Conclusion: A Shared Responsibility

Ambition and parenthood can coexist in local government, but it requires effort on both sides. Individuals must be proactive in shaping their careers, while councils must create environments where family life is not a barrier to success. As the public sector continues to evolve, embracing flexible, inclusive practices will not only support working parents—it will strengthen the entire workforce.

“We need to normalise the idea that you can be both a brilliant parent and a brilliant public servant. One doesn’t have to come at the cost of the other.”