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.
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.
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.
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.

Instant Insights /

Caring for caregivers: Tips for supporting working parents

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