In 2020, 81% of employed mothers and 96% of employed fathers with children ages 6 to 17 worked full time, according to the Bureau of Labor Statistics. For some working parents, the pandemic provided a rare opportunity for families to connect and spend more time together. However, for many, juggling full-time careers while playing the role of parent, teacher and caregiver 24/7 took a toll on mental health and overall well-being.
Learn how the pandemic has shifted the needs and mindset of the working parent, and how companies can help play a role in better supporting them in the long term:
1) Offer flexible schedules.
One positive outcome of the pandemic has been the realization of time efficiencies, such as eliminating wasted commuting hours and being able to spend more time with family. According to a recent survey, 61% of parents said they want to continue working remotely full-time, while 37% preferred a hybrid work schedule, citing flexibility as one of the top reasons behind their decision. When it comes to return to work, parents may also appreciate options like compressed work weeks, reduced hours, protected time and sabbaticals.
2) Help offset the cost of childcare.
Tied with the desire for flexibility, the second leading reason parents cited for sticking to remote work or hybrid schedules is childcare. While full-time, in-person learning is back for the fall, parents face obstacles outside of school hours, such as limitations of before- and after- school programs and a lack of safe and reliable childcare during work hours. Connecticut, specifically, was already short nearly 50,000 childcare slots pre-pandemic.
Not only can childcare be difficult to coordinate, it also presents a financial burden for many. In Connecticut, the cost of childcare ranks as the fifth highest in the country, and can be a distracting financial stressor for a working parent. To help alleviate these pressures, some companies are offering childcare-specific benefits such as company-paid credits for booking in-home childcare, childcare reimbursements and tutoring services.
3) Make mental health a priority.
The pandemic has brought to light how stressful it is to be a working parent. 60% of working parents reported that they’ve experienced burnout over the last year, while a different study reported that 55% of parents and 59% of working moms expressed that parenting during COVID-19 has been the most stressful time of their lives. Combine these figures with the fact that approximately 19% of adults in Connecticut are diagnosed with some form of mental illness and it’s clear that making emotional well-being a top priority for their entire workforce is a smart business decision for Connecticut employers.
4) Create a supportive work culture.
Having an inclusive company culture is essential to supporting working parents. Here are a few tips to keep top of mind:
● Listen. Companies that listen to parents’ concerns can quickly respond to evolving needs. A change as simple as restricting late-afternoon meetings can be a big help to parents getting their kids situated after school.
● Connect. Continue to find ways for working parents to feel a sense of community and connection, starting with top-down outreach from management. The ability to be vunerable and empathetic, and connect and communicate with your workforce with understanding and support goes a long way.
● Respect. When it comes to caregiving, demands can change quickly and unexpectedly. Create a culture of respect for the many jobs that parents do, within and outside of the workplace, and the flexibility these jobs demand.
● Trust. When employees have trust, they report higher levels of job satisfaction. While demands at home require a lot of juggling, working parents need to feel trust from management that they’ll get their job done.
How companies can continue supporting employees who are parents.
As we continue to navigate an evolving workplace, whether it be a traditional or hybrid model, making sure that working parents feel supported is essential. Forward-thinking benefits and a work culture that understands and accommodates parents’ needs can help companies both retain and recruit top talent.
Visit Harvard Pilgrim’s website to learn more about how you can support the mental and physical well-being of working parents.
