Caring for caregivers: Tips for supporting working parents

Parenting can be a source of great joy, but between managing schedules, caring for sick kids, and being responsible for the growth and development of another human being, it’s also a full-time job – and then some. And for the majority of families, it’s a role parents are fulfilling in addition to a full-time job. While most parents have a positive attitude about their parenting duties, employers can lighten that load and support this demographic of their population by acknowledging how much work it actually is, and providing supportive policies and benefits.

Current data shows that, among married couples with children, 97.4% have at least one employed parent and 65% have two working parents. That translates to a large demographic for many organizations, and it’s important to consider how parenting duties can impact an employee’s work life. For example, working parents have to manage the logistical pressures of getting kids to appointments and staying home when kids are sick or school is closed, in addition to the financial pressures of skyrocketing child care costs. Add in the uncertainty of performing a role for which there is precious little training or preparation, and it makes sense that working parents report higher levels of burnout, anxiety, and depression than their non-parent peers.

For employed single parents, who account for approximately 32% of the more than 33 million U.S. households with children under 18, the stress may be even higher. Without a second parent in the household to share duties, these parents are solely responsible for the logistical and financial pressures faced by working parents, including all aspects of child care and household management on their own. This may magnify the stresses other parents experience.

These challenges ultimately spill over into the workplace and can lead to reduced productivity, increased medical costs, absenteeism, and presenteeism that costs U.S. employers an estimated $210.5 billion each year. Not only do 66% of working parents report being burned out, but 42% of working mothers have been diagnosed with anxiety and/or depression. Meanwhile, 56% of working parents report difficulty balancing work and family and 40% of full-time working mothers say they feel rushed all of the time.

For employers, supporting parents through the challenges of caregiving while helping them celebrate the joys of raising their children can result in higher job satisfaction, improved recruiting and retention efforts, and increased productivity. Put simply, if employees feel forced to choose between work and personal responsibilities, most will prioritize their home lives. If you’re not sure where to start when it comes to supporting working parents, consider these four strategies for businesses and HR teams.

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1. Build a workplace community that feeds employee belonging: Every child is different, which means that every working parent will have a unique caregiving experience. That can lead to feelings of isolation, particularly when parenting responsibilities prevent employees from spending time with coworkers. As a result, working parents may have a low – or no – sense of belonging when it comes to work, which in turn may make them more likely to consider quitting. Employers can help by creating opportunities for parents to share their experiences with their co-workers. Consider establishing a section within internal communications vehicles for parents to share stories, or for leaders to talk openly about their own experiences. In addition, employers can introduce employee resource groups (ERGs) and employee assistance programs (EAPs) designed to bring together employees with similar parenting challenges. This is particularly useful for parents whose children have unique needs.
2. Offer easy access to educational resources: There are plenty of books, articles, and Instagram posts about how to be a better parent, but raising children still often feels like an adventure without a map. As a result, it’s easy for parents to feel overwhelmed by the responsibility of raising healthy, happy children. Employers can help by giving parents easy access to on-demand educational resources from trusted experts designed to help parents address the unique challenges of raising children. From resources that help parents set schedules, identify child care options, or have difficult conversations with their children, this strategy allows parents to fit learning and support into their busy schedules. Some working parents, particularly millennials, may also be part of the “sandwich generation,” responsible for caring for both their children and aging parents. Therefore, benefits such as caregiving resources, support programs, and educational materials that can assist with caring for children and aging parents can be particularly valuable for this group of employees.
3. Implement parent-friendly policies: Parents can sometimes feel like they’re being pulled in a hundred different directions. Employers can help by ensuring that workplace policies and schedules give employees more power to balance their work and home lives. Introducing or expanding remote and hybrid options may make it easier for employees to schedule work around doctor visits, school plays, or basketball games. For companies that can afford it, paid family leave is a way to retain your employee caregivers when longer-term disruptions arise. Implementing these policies and others like them helps caregivers better manage their diverse responsibilities, while demonstrating that company leaders recognize and empathize with their challenges and personal priorities.
4. Create a culture of caring. According to a recent Aflac survey, only 48% of employees believe their employer cares about their wellbeing. Of those who don’t feel like their employer cares, 60% are at least somewhat likely to look for a new job in the coming year. Even among those who stay, however, engagement and productivity are likely to suffer. Building a culture that prioritizes caring and supports working parents will send a message that even when employers cannot directly address a parent’s challenges, they recognize and appreciate the work those parents are doing to balance work and home life. Train managers to understand parenting demands and recognize when employees are struggling, then ensure they have the resources to support their team members.

Parents represent a significant segment of the workforce, and their ability to balance personal and professional responsibilities is critical to organizational success and to building a high-performing, happy workforce. Employers who recognize the unique challenges of working parents and offer resources to help them manage their lives will set both their employees and themselves up for success.

Adam Goldberg, M.Ed., is chief strategy officer for LifeSpeak Inc. (TSX: LSPK), the leading whole-person wellbeing solution for employers, health plans, and other organizations. LifeSpeak Inc. has more than 30 years of collective experience working with Fortune 500 companies, government agencies, insurance providers, and others across the globe.