Working Parents: An Integrated Approach at Work

Hi!?

Parents work. We work at home and we work outside the home, and it’s not uncommon for us to put in the extra effort everywhere — some days it’s extra effort at the office, and sometimes it’s extra time taking care of our families. But regardless of hours logged, where or for whom, one thing is true: The working parents I know give it their all and get it done!?

The challenge we’re facing now is that not all working parents feel supported. Gone are the days of dad working from 9 to 5 while mom stays home to raise the kids — more and more households are now dual-income where there’s a joint effort between parents, or where the family dynamic looks completely different with single working parents and other family definitions.

How companies support working parents is a hot topic right now, and a tricky one too, because there isn’t a one-size-fits-all solution. Different industries, different types of jobs and different stages of parenthood all mean that the needs of every parent vary drastically.

As a working mom who loves her job, is darn proud of her career and is dedicated to the health and happiness of her three kids, this challenge is very real to me. So let’s talk about it. We can focus the conversation on big and small changes to set employees and employers up for real-life success.?

How the Workplace Should Change for Working Parents

First things first, while it’s crucial to advocate for necessary changes, it’s equally important to avoid extremes. Parents need to be able to earn a living and achieve their goals … while also getting to enjoy parenthood. And companies need to be able to function at full speed without excluding parents from the workforce.

So, is there a solution? Yes.?

Is it clear and off-the-shelf? No.?

While the federal regulations are helpful for the health care and job protection aspects of new parenthood, change needs to happen at a company and cultural level to maintain a continuum of support for parents, no matter what stage we’re in.

Our culture needs to shift to support all working parents, especially working moms. We can do this by having conversations — at work, on social media and at the little league games — to spark discussions in the boardroom.?

We have the data that shows happy, supported employees are productive employees. So when companies listen to theirs and build benefit packages that make sense for their team and their business, they can create the positive and supportive working environment we all need.

And while sometimes the narrative sways too far toward expecting everything for free, workplaces do have the opportunity to enhance their support for working moms without sacrificing the success of the business.?

Trust plays a big factor when it comes to schedule flexibility, and it has to be a two-way street. Sometimes the teacher can only meet in the middle of the day and sometimes a project requires Saturday calls. Working parents will find a way to fit it all in since we’re driven to do what's best for our family and for our work. We wear multiple hats throughout the day and are expert jugglers.?

Integrated Solutions for Workplace Success

Let’s talk about what we can do at the company level; there’s room for innovation in benefit packages tailored toward working parents.?

First, it starts with understanding employees’ needs: Who are your employees and what do they value? There are five generations in the workplace (six this summer with interns!) and each generation has different needs and expectations. And parents are all at different stages in parenthood.

From reasonable maternity and paternity leave, including birth and adoption, to flexible scheduling that accounts for family commitments (like baseball practice or mid-morning doctor’s appointments), the goal is to create an environment where both work and family life can thrive — and the recognition that it doesn't always happen at the most opportune time.

Supporting working parents doesn't just include benefits tailored to the first few years of parenthood — being a parent is a lifetime gig! For example, having the daycare shut down or losing childcare when your kids are young is a nightmare — but when they’re pre-teens it's all about the logistics of driving them to activities — that's a different nightmare! Companies can set themselves apart in the war for talent by being able to adapt their support mechanisms accordingly. This could range from emergency nanny services to flexible working arrangements to help with unexpected schedule changes.

A Full Bucket: The Value of Effort and Integration

If you’re a career-driven parent like me, you shouldn’t be subjected to a transactional relationship — the kind where you owe an extra 25 minutes of work because you left early to bring your kid to a doctor’s appointment or championship game (this, of course, would be different in an hourly wage scenario). For me, I like the concept of filling your bucket with effort, which is rewarded with support. If your bucket is always full of effort, it won’t be emptied just because you need to divert your attention to your family for a medical checkup or call from the school out of the blue. If your bucket is always overflowing with effort then you keep it full around the need or focus of being a parent. A 9 to 5 bucket is not a full bucket. A 24-hour bucket is always full. Integrate work and life and the allotment of time and effort starts to shift.

Being a mom is in my DNA, and I thrive best when my work is part of my ethos. So the idea of work and life integration runs deep. It's about making it all possible. It's about seeing the big picture to integrate my professional goals and aspirations with personal fulfillment.

I am steadfast in my commitment to my kids and my family, and I am driven to make sure they are happy, healthy and safe with a maximized schedule. At work, I am driven to ensure we hit our KPIs, explore innovations and have some fun as a team while we are at it. I can only do this by applying my passion toward being a mom and being a leader — I do it best when I am supported. At work, I am supported by a strong and clear culture, and at home I am supported by a partner who pulls more than his fair share as a working dad himself. Just like on a team with a RACI or R&Rs, we have clearly defined roles — he is a master chef, laundry expert and homework helper. I am beyond grateful.?

Us working moms (and dads) are some of the hardest and smartest workers I know, and it would be a shame if all that talent went to waste.

By acknowledging and valuing your employees' efforts to be the best version of themselves at the office and at home, leaders can create a culture of trust and support that will bring positive returns for everyone.??

This conversation is far from over, but I’m optimistic about how companies can and will evolve to support their entire workforce in responsible and effective ways. When people come together, we create better workplaces where career ambitions and personal commitments don’t have to fight each other.

I want to hear from you! What solutions have worked for you as a working parent, or what you would like to see from your employer? What tips do you have to share??

Cheers,?

Tina McCormack Beaty?

Working Mom of 3 + Chief Brand & Marketing Officer at SHRM