In my early 20s, I managed a team at an IT company known for its "work hard, work harder" culture. It was the kind of environment where long hours were the norm, with meetings often scheduled after 6 p.m. One of my team members was especially excited when his wife gave birth to their first child. As a new manager, I was genuinely happy for his growing family, but I struggled with his decision to leave the office “early” most days to pick up his infant from daycare.

Looking back, I’m ashamed of my lack of empathy. I was young and inexperienced, working within a company culture that did not accommodate the needs of working parents. In the years since, I’ve worked as a consultant, helping organizations fill leadership positions and design total rewards strategies. One-on-one conversations with thousands of candidates and becoming a working parent myself have made me realize how essential it is to support associates who also have caregiving responsibilities at home. Ignoring these needs can put companies at a serious disadvantage in attracting and retaining top talent.

The Talent Shortage Challenge

According to a Forbes report, global skills shortages could cost companies trillions in unrealized revenue by 2030. So, companies can no longer afford to leave talent pools untapped. The same report outlined several reasons for stagnation in women’s workforce participation, with challenges managing domestic responsibilities and pay disparity being primary drivers. Another article by SHRM shows that working mothers, in particular, thrive when their employers offer support tailored to their needs.

How to Support Working Parents

Supporting working parents is crucial to fostering a productive and engaged workforce. Below are several key solutions that can make a meaningful impact. These strategies not only benefit working parents but also contribute to a more resilient and diverse workplace.

• Flexible Work Arrangements: As both men and women see flexibility as a top three employee benefit, offering remote or hybrid schedules, a compressed workweek, part/flextime or other flexible options is highly beneficial. 
• Access to Childcare: It can be enlightening for companies to assess the availability and cost of childcare in their area. They may come to understand that the decision to leave work may be financially beneficial for their employees’ families. Although it may not be practical to provide childcare services on-site, providing access to free or discounted care-matching services (e.g., Sittercity, Care.com) may help ease the burden of identifying quality care. Employee Resource Groups (ERGs) focused on working parents can also be a platform for members to curate and share childcare referrals and sources.
• Childcare Stipends & Business Travel Support: Although providing flexible spending accounts (FSAs) can assist employees in paying for childcare costs, FSA caps often fall well below the true cost of annual childcare. Employers can choose to help close the gap by offering childcare stipends or reimbursing associates for childcare during required business travel.
• Culture of Inclusion: Building a culture of inclusion that values diversity and actively works to eliminate discrimination, microaggressions and bias is essential. Working parents should feel that they’re a valued part of the team and that their unique challenges are understood and respected. This understanding can be achieved through focus groups or by tapping into existing ERGs. Showing empathy for the challenges of parenthood can go a long way.

The Competitive Edge of Supporting Parents

By offering benefits like flexible work arrangements and childcare support, and fostering a culture of inclusion, organizations can not only attract and retain top talent but also create a thriving, engaged workforce. In a competitive labor market, these are not just perks — they’re essential strategies for building a sustainable and resilient workforce.

As I reflect on my earlier years as a manager, I now recognize how important it is to lead with empathy and create environments where everyone — including working parents — can thrive.