Diageo and Lion are among a growing number of Drinks Association Category One Members championing gender equality and wellbeing through inclusive parental leave. Matthew Miles, Head of Rum at Diageo, and Ben Avvenevole, Channel & Execution Director at Lion, have both seen firsthand how these policies create real impact for families and are grateful to be part of organisations leading the way.
The 2025 Diversity & Inclusion report revealed that 96% of Drinks Member companies have a primary or equal carers leave policy, up 29% from 2018/2019. Member companies with a secondary or equal carers leave policy jumped by 40% from 2018/2019, now 87%. 83% of members provide Superannuation paid on employer-funded primary or equal carers leave, 65% for secondary leave.
This positive movement in equitable access to parental leave represents a shift towards more inclusive workplace cultures across the liquor industry.
Diageo’s global policy in action
When Diageo introduced its global parental leave policy, Matthew and his wife were expecting their first child.
“I was really fortunate, our daughter was born just after the policy came in,” he said. “I’ve now taken parental leave three times, for each of my three kids, and I recognise how privileged that is.”
Diageo’s policy offers up to six months of fully paid leave for all parents, along with continued superannuation, bonuses and benefits.
“The biggest game-changer is that it’s available to either parent – you don’t have to be the primary carer,” Matthew said. “It shifts the conversation from who’s allowed to take leave to how we share responsibilities.”
For each of his children, Matthew took his leave during the second six months, after his wife returned to work. “It meant we had three months together as a family and then three months where it was just me and the baby. That time alone gave me real confidence as a parent and strengthened the bond with each of my kids.”
Lion’s approach to flexible parental leave
At Lion, Ben took 14 weeks of parental leave following the birth of his second child. His experience with his first child was different at his previous company, with access to only two weeks of parental leave.
“The difference was enormous,” he said. “When you’ve only got two weeks, you’re just getting started. Fourteen weeks gave us the space to actually find balance as a family.”
Lion’s parental leave policy provides 12 weeks of paid leave, plus an additional two weeks if taken in one continuous block. It’s designed to give parents genuine flexibility to take leave when and how it works best for their families.
“For us, it made sense for me to take it straight after the baby was born,” Ben said. “Family is a game of balance. Being off for so long meant we never really had that imbalance. Every bad night for my wife was followed by a morning for me. You just get into a rhythm. It helps everyone’s wellbeing.”
Shaping supportive workplace cultures
Both Diageo and Lion have built workplace cultures that normalise men taking parental leave.
“I wasn’t something I had to justify,” Matthew said. “It was encouraged at every level. It was too good an opportunity to pass up.”
That encouragement, he said, has fostered a culture of empathy and balance. “I came back with a new perspective, greater understanding for other parents and a refreshed mindset. It’s not just good for your family. It’s good for your leadership.”
Ben has seen the same shift at Lion. “There’s no stigma. It’s just normal,” he said. “When I got back from my parental leave, my leader went on his parental leave, and I stepped up to cover his role. It’s all part of how we work. A few years ago, this might have been seen as disruptive, now it’s a competitive advantage.”
Connection, wellbeing and equality
Both men say the wellbeing impact extends beyond the workplace.
“For me, taking parental leave was a chance to step away from the workplace and refocus on what matters most,” Matthew said. “Parenting comes with its own challenges, but it gives you perspective. You come back re-energised and more connected.”
Ben agrees. “It’s not just about men’s mental health, it’s about the whole family’s,” he said. “By being present, you’re helping create balance. The wellbeing of everyone improves.”
He hopes that in time, men taking extended parental leave will be seen as completely routine. “I just want this to be normal. I’m so happy and grateful I took it. I’d regret it if I hadn’t.”
For Matthew, it’s about fairness and opportunity. “It’s about giving both parents the chance to experience those early, fundamental stages of their child’s life.”
And for Ben, the message is simple. “Just take it. The work will wait but that time with your family won’t come again.”
This article was written as one in a series exploring men’s health and wellbeing for International Men’s Day 2025. By recognising this day, we’re creating space for reflection on men’s health, social connection and the challenges that often go unspoken.