So, you think you’ve done everything right when it comes to your caregiver policies: You’ve invested time and resources into creating thoughtful benefits, from flexible schedules to paid parental leave and return-to-work programs. On paper, you have! 

But here’s the hard truth: without proper manager training, even the most progressive caregiver policies can fail.

It’s easy to talk the talk and announce to the world that you’re a “family-friendly” company. But it’s much harder to walk the walk and actually earn employees’ trust that your workplace supports working families in practice (and not just in policy.)

For years, paid parental leave has been the gold standard of “family-friendly” benefits. But the times, they are a changin’. While offering leave is an important first step in supporting working parents, the truth is this: it’s just the beginning.

You’ve likely heard of the “Sandwich Generation,” describing employees who are simultaneously caring for young children and aging parents. But what you might not be aware of is the toll this dual caregiving role can have on your workforce, especially when these employees are also in critical mid- to senior-level roles.

One major aspect of hiring that has changed drastically over the years is the fact that salary alone isn’t enough to attract and retain the best employees. Especially when it comes to working caregivers. These days, the smartest candidates are digging deeper than just the paycheck. They’re vetting your work culture, policies, and genuine commitment to support their whole lives before they even accept an offer.

You’ve adjusted (and readjusted) the job post. You’ve widened the search. You've even offered remote options. And still, that perfect candidate (the experienced, emotionally intelligent, adaptable one) just isn’t showing up. Believe it or not, working parents are looking. They're just not looking at you.

Want to know the difference between a perk and a priority? A perk is a bonus, something a little extra, a cherry on top that is nice to have. But priorities are necessary. Big difference. 

On-site massages and free lunch? Perk. 

If you’re used to seeing parents return from their parental leave, you might (incorrectly) assume that the most vulnerable phase for them is those first few weeks back at work.

It isn’t. It’s actually the entire first year.

Flexibility is the number one benefit working parents say they need to thrive. And on the surface, some companies are offering remote work, flexible hours, and generous time-off policies.

But here’s the problem: just because it’s offered on paper doesn’t mean it’s safe for employees to use.

“We offered them more money — and they still left.”

If you haven’t personally spoken these words, you’ve likely heard them. 

That’s because employees aren’t leaving their jobs just in search of a bigger paycheck anymore. They’re quitting to find something harder to quantify, but far more valuable: flexibility, culture, and wellbeing. Salary is no longer the talent acquisition buzzword it once was. 

Caregivers are often treated as an exception or special case scenario (when they’re even considered at all) by employers. But did you know that more than 72% of today’s workforce are parents or caregivers? You don’t need to be a statistician to know that that’s not a niche. That’s the majority of your workforce. 

Pop Quiz: When you hear “competitive benefits” should you:

1. Freak out about the budget implications

2. Know that competitive benefits don’t need to cost more

If your answer was (a), then you might not be seeing the big picture. Because the truth is that you don’t need to be a major corporation (with a bottomless budget) to offer great benefits.

As so many new parents know, parental leave isn’t the hard part.

Coming back is.

While the fight for paid leave is still rife with issues, some companies have figured out how to send employees off on parental leave with some level of care. But what happens after that leave ends? For many new parents, it’s not a gentle reentry, it’s an emotional, stressful, scary freefall.

And THIS is what we call the post-leave cliff.

Fact: Over 70% of U.S. employees have caregiving responsibilities.

That means the majority of your workforce is juggling daycare pickups, middle-of-the-night wakeups, school holidays, and sick days — in addition to their professional responsibilities. But what do most companies do? They overlook this reality in the name of “fairness.”

“We treat everyone the same.”

Cool. But is it equitable?

Most companies say they support families.

But few actually follow through.

Sure, when you read through a job description or a company’s website, you’ll often see “family-friendly” mentioned — but this has somehow become a default label. But if you asked the working parents on your team how supported they feel, what would they say?

Having a hybrid team has become so common in the workplace, that the idea of working remotely is no longer viewed as exceptional. In fact, 49% of global desk workers operate in a hybrid environment. That’s why executives and HR leaders must make communication across dispersed teams a priority. But promoting employee engagement, boosting productivity, and ensuring retention can be complicated and sometimes challenging when attempting to do so remotely. To that end, a well-structured communication strategy can bridge the gaps between in-office and remote employees, resulting in a cohesive and high-performing workforce.

At Capital One, storytelling has become an important tool to demonstrate the company's values and culture. Through its partnership with Stories Inc., Capital One has captured and shared authentic employee experiences, thereby giving candidates, employees, and consumers an inside look at real life at Capital One — and how the company walks the walks when it comes to its values.

If your organization is already leveraging Employee Resource Groups (ERGs), then you know how important they are for creating a sense of inclusion and improving engagement in the workplace. However, as companies grow, maintaining the effectiveness of ERGs can become a challenge. As your company grows and adds more employees (many of whom might be located across the country or globe – all with different needs) how do you scale ERGs without losing their impact?

Picture this: You know that you need insights from your employees to improve certain programs or systems in place at your organization. But when it comes time to review the survey responses, all you’ve got is a lot of unhelpful information.

It’s no secret that Employee Resource Groups (ERGs) for caregivers and working parents are a great way to create a supportive workplace, improve retention, and benefit overall employee well-being. But to maximize their impact, these ERGs MUST be compelling, relevant, and provide content that resonates with members (and not to mention supports the unique challenges of caregivers.) Not sure what content you should focus on? Here are five must-have content pieces that every caregiver and working parent ERG should offer.