5 Ways Your Business Can Support Working Parents
Why Supporting Working Parents Is Important
Has your business given any thought to supporting working parents?
Parenthood, while incredibly rewarding, is one of the toughest and most important jobs you will ever have.
Research shows that being a mom is the equivalent of two and half full-time jobs so supporting working parents can be critical to their health and well-being. Unlike corporate work, a parenting job is unpaid, with zero vacation time and no promotions or year-end bonuses, unless you count kisses and hugs.
Many new moms spend their days singing nursery rhymes and participating in baby babble. They also worry that their own minds are falling prey to ever-multitasking and often jumbled effects of mom brain.
Even so, parenthood actually enhances and hones skills that are valued in the workplace. Parenting involves among others, time management, problem solving, people management, communication skills, creative thinking, negotiation skills, and purpose.
The Dilemma of Working Moms
Moms make great business owners, employees, and team leaders. But moms are also in jeopardy of being set back or pushed out of the workforce due to the pandemic and the strain it has placed on families.
And so, this Mother’s Day we are sharing some ways of supporting working parents (especially moms) at work:
Supportive and Inclusive Parental Leave Options
Making parental leave accessible and inclusive for all is an important start in supporting working parents and families. Employers can add salary top-ups, additional health benefits, and childcare and family resources for parents and growing families.
Increased Flexibility in Time & Place
Allowing work-from-home and transitional arrangements as well as the ability to customize schedules empowers parents to manage their time in a way that works best for them. Placing value on quality of work, outputs, and outcomes as opposed to time spent in office or online are ways employers can support parents, without sacrificing results.
Build a Healthy and Balanced Culture
While many corporations have structured benefits in place for working parents, employees may feel pressure to continue working during parental leave. They may even reject parental leave or the added benefits companies offer when a workplace culture rewards face-time, and overwork. This road often leads to additional stress, burnout, and higher employee turnover. Creating a culture that values health, family, and work-life balance will pay dividends and increase the well-being and overall ability for working parents.
- Clear Communication
Setting clear expectations in regard to timelines and deadlines is very important. Clearly defining “urgent” emails or any mandatory in-person meetings will help parents better manage their time at work and at home, and avoid any assumptions about response time and availability. For employees who are also caregivers, regular check-ins may be set at ongoing intervals and as time progresses the needs and expectations will also evolve.
Personal Wellness and Health Spending Accounts
Adding wellness and health spending accounts can help ease the financial burden of maternal health, child health, and overall wellness for a family. An HSA will demonstrate your support for your employee’s welfare and can help families to cover holistic health treatments and care that may not have been possible otherwise.
By providing comprehensive employee benefit plans and enhancing corporate culture to support working parents, business owners can boost employee morale and empower families.
The Government of Canada also provides additional helpful information on available Family & Caregiving Benefits.
About Benefit Strategies Inc.
Based in Edmonton AB, Benefit Strategies Inc. are certified financial planners specializing in employee benefits, group benefits and executive benefit programs.
Email email@example.com for a consultation and any questions you may have as to how employee benefits can support your team, your business, and help you support working parents.
We can also be reached by calling 780-437-5070.