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What are the best ways to support working parents in the workplace?

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Working parents face many challenges in balancing their professional and personal responsibilities, especially in the context of the COVID-19 pandemic and its impact on childcare, schooling, and health. As an HR consultant, you can help your clients create a more supportive and inclusive workplace culture for working parents, which can benefit both their employees and their business outcomes. Here are some of the best ways to support working parents in the workplace.

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John Daly

Better employers make better businesses. Recruiting HR Leaders, People Change & Transformation, People Analytics &…
Paulina Davies CIPD

Talking everything career - career activism | career transition | mobility | retention
Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives…

1 Flexible work arrangements

One of the most effective ways to support working parents is to offer them flexible work arrangements, such as remote work, flexible hours, part-time work, or job sharing. Flexible work arrangements can help working parents manage their childcare needs, reduce stress, improve productivity, and enhance work-life balance. To implement flexible work arrangements, you need to communicate clearly with your clients and their employees about the expectations, goals, and boundaries of their work, as well as provide them with the necessary tools and resources to work effectively from anywhere.

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Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives, experiences and conversations that boost progression and development. Events|Coaching|Consultancy
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To add to this, it can really help to set out your company’s stall re formal flexibility in the form of what you agree in general, and informal flexibility for when those unexpected situations pop up that need things to move about a bit so that your employees feels able to be brilliant at both work and at home. You’ll get it back ten fold.

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2 Family-friendly policies and benefits

Another way to support working parents is to design and implement family-friendly policies and benefits, such as paid parental leave, childcare subsidies, emergency backup care, lactation rooms, family health insurance, and wellness programs. Family-friendly policies and benefits can help working parents cope with the financial and emotional costs of raising children, as well as promote their health and well-being. To design and implement family-friendly policies and benefits, you need to assess the needs and preferences of your clients and their employees, as well as benchmark the best practices and legal requirements in their industry and location.

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Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives, experiences and conversations that boost progression and development. Events|Coaching|Consultancy
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The presentation of policies and processes is a huge opportunity. Instead of it being full of the black and whites, they can be used to nudge and create the right conversations.

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3 Employee resource groups and mentoring

A third way to support working parents is to foster a sense of community and belonging among them, as well as provide them with opportunities for learning and development. Employee resource groups (ERGs) and mentoring programs can help working parents connect with each other, share experiences and advice, access information and resources, and advocate for their interests and needs. ERGs and mentoring programs can also help working parents develop their skills, enhance their career prospects, and increase their engagement and retention. To foster ERGs and mentoring programs, you need to facilitate the formation and operation of these groups, as well as provide them with guidance, recognition, and support.

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Paulina Davies CIPD

Talking everything career - career activism | career transition | mobility | retention
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To add to this - parental support before, during and after parental leave should also be considered. The most trusted approach is a blend between invidual coaching and group support.

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Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives, experiences and conversations that boost progression and development. Events|Coaching|Consultancy
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This is another brilliant place to boost expectant and new parent talent experiences and build community. Rather than simply welcoming people into the fold, networks can also run sessions that help to create more intentional experiences. Powerful!

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4 Inclusive culture and leadership

A fourth way to support working parents is to create an inclusive culture and leadership that values and respects their contributions, perspectives, and needs. An inclusive culture and leadership can help working parents feel more comfortable and confident in expressing their opinions, asking for help, and taking advantage of the available support. An inclusive culture and leadership can also help working parents avoid discrimination, bias, and stigma that may affect their performance, satisfaction, and career progression. To create an inclusive culture and leadership, you need to educate and train your clients and their employees on diversity, equity, and inclusion (DEI) principles and practices, as well as monitor and address any issues or concerns that may arise.

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Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives, experiences and conversations that boost progression and development. Events|Coaching|Consultancy
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And there are great ways to do this that don’t create an “us and them” between those with caring responsibilities, and those without them.

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5 Feedback and recognition

A fifth way to support working parents is to provide them with regular feedback and recognition for their work and achievements. Feedback and recognition can help working parents understand their strengths and areas for improvement, as well as appreciate their value and impact. Feedback and recognition can also help working parents stay motivated, inspired, and committed to their work and goals. To provide feedback and recognition, you need to establish and communicate clear and fair criteria and standards for evaluation, as well as use various methods and channels to acknowledge and celebrate working parents' successes and efforts.

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Lynn White

Founder, Talent On Leave: Protecting talent engagement and ambition across maternity/parental leave with initiatives, experiences and conversations that boost progression and development. Events|Coaching|Consultancy
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Bear in mind too that parents don’t want to feel praised just because they are juggling their careers and children. It’s the same encouragement and recognition that every employee should be on the receiving end of. It’s just that for parents who are performing under new frameworks and who have been conditioned to worry about their career value now that they’re a parent, it can mean so much more.

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6 Employee assistance programs and resources

A sixth way to support working parents is to offer them employee assistance programs (EAPs) and resources that can help them cope with any personal or professional challenges that may affect their well-being and performance. EAPs and resources can include counseling, coaching, legal, financial, or educational services, as well as referrals to external agencies or organizations that can provide additional support. EAPs and resources can help working parents deal with stress, anxiety, depression, burnout, or other mental health issues, as well as resolve any conflicts, crises, or emergencies that may arise. To offer EAPs and resources, you need to partner with reputable and qualified providers, as well as promote and facilitate the access and use of these services among working parents.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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John Daly

Better employers make better businesses. Recruiting HR Leaders, People Change & Transformation, People Analytics & Insights professionals - interim & permanent - career partnering & positive recruitment experiences.
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Educating and coaching leaders is so important. * They may not see the problem with booking in an 8am or 6pm Teams call * They may not know the questions to ask or the questions not to ask when someone announces their pregnancy * Don’t forget the new dads - they’re all too often forgotten about * Policy and programme sponsorship from C suite

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Paulina Davies CIPD

Talking everything career - career activism | career transition | mobility | retention
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Set examples from the top - encourage your leadership team to be vocal and proactive in following set policies and guidelines.

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What are the best ways to support working parents in the workplace?

1

2

3

4

5

6

7

1 Flexible work arrangements

2 Family-friendly policies and benefits

3 Employee resource groups and mentoring

4 Inclusive culture and leadership

5 Feedback and recognition

6 Employee assistance programs and resources

7 Here’s what else to consider

HR Consulting

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What are the best ways to support working parents in the workplace?

1

2

3

4

5

6

7

1 Flexible work arrangements

2 Family-friendly policies and benefits

3 Employee resource groups and mentoring

4 Inclusive culture and leadership

5 Feedback and recognition

6 Employee assistance programs and resources

7 Here’s what else to consider

HR Consulting

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