The Future of Work: Why CHROs Must Lead the Charge in Supporting Working Parents

It’s 2024 and gone are the days when dad heads off to work, leaving mom with domestic and childcare duties. If your company is still operating with the expectation that your employees are singularly focused on their job and aren’t also caregivers, partners, and humans with real lives —then you’re living in some 1950’s alternate reality. 

Too direct? Okay, okay — hang with us.

The future of work (or, let’s face it - work today) is increasingly focused on work-life balance and supporting working parents and caregivers. As the workplace evolves (as well it should), so do the expectations of employees, who now prioritize benefits that allow them to better manage their personal and professional lives. 

Because guess what? Most households include two working parents who are both responsible for bringing home a paycheck, and raising children and handling household management. As such, the demand for paid parental leave is at an all-time high, with 70% of employers planning to add or expand these benefits in 2023. Plus, since over 70% of the American workforce juggles some form of caregiving responsibility, the need for robust support systems has never been more critical.

The Changing Needs of the Workforce

Despite the growing demand, only 27% of private-sector workers currently have access to paid family leave, creating significant challenges for both employees and employers. The dearth of parental leave benefits often forces working parents and caregivers to make nearly impossible decisions that ultimately compromise their careers, their health, and/or their caregiving responsibilities. (And if you’ve ever given birth and had to return to work before your body healed, or had to leave a partner before they were ready, you would understand the type of risk new mothers face every day in the absence of family-friendly policies.) In turn, businesses that don’t offer paid family leave suffer from higher turnover rates, reduced productivity, and a less engaged workforce - all of which greatly affect their bottom line.

In today's competitive job market, addressing the needs of working parents and caregivers isn't just a nice-to-have—it’s a MUST. As more and more caregivers demand family-friendly benefits, companies that fail to adapt risk losing out on top talent and falling behind in their industries. The organizations that will thrive are those that recognize the strategic importance of offering comprehensive support, including paid parental leave, flexible work arrangements, and other family-friendly policies.

The Role of CHROs in Shaping the Future of Work

As advocates of employee well-being and organizational culture, CHROs are in a unique position to not only recommend but also ensure their companies adopt policies that support working parents. The role of the CHRO has never been more critical: it's not just about managing benefits; it's about driving systemic change within organizations to meet the evolving needs of the workforce.

One way CHROs can make a significant impact is by implementing flexible work arrangements that accommodate the diverse needs of their employees. This includes options like remote work, flexible hours, and job-sharing arrangements, which allow employees to better balance their work and caregiving responsibilities. Such benefits relieve stress from workers and in turn result in a more loyal, and productive workforce. 

Beyond providing much-needed support, robust parental leave programs are essential in creating an inclusive work environment. Working mothers are disproportionately affected by a lack of family-friendly policies, and are often forced to leave the workforce to care for their young children. CHROs can look to state-level initiatives, such as Colorado's upcoming paid family leave program, as models for setting new standards. These programs demonstrate a growing recognition of the importance of supporting caregivers and offer a framework that companies can integrate into their own policies. 

Practical Strategies for Supporting Working Parents and Caregivers

To truly support working parents and caregivers, CHROs must be proactive by implementing practical strategies that address the unique needs of their employees. Here are some actionable steps:

1. Develop Parental Resource Groups: Establishing employee resource groups (ERGs) for parents and caregivers provides a supportive community where individuals can share experiences, access resources, and advocate for their needs. These groups also serve as valuable feedback for CHROs to help them continually refine and improve policies.

1. Offer Flexible Schedules: With impractical school dropoff and pickup times, teacher workdays, sick kids and elderly parents, flexibility is a game-changer for working parents. By offering options such as staggered start times, compressed workweeks, or the ability to work from home, companies can reduce stress and help employees maintain a healthier work-life balance. And those employees who benefit from such flexibility will be more likely to remain with the company as a result, thereby reducing turnover.

1. Create a Supportive Company Culture: Policies alone aren’t enough; the company culture must also reflect a genuine commitment to supporting working parents. This can include leadership training on empathetic management, celebrating family milestones, and normalizing conversations about caregiving responsibilities. It is no longer reasonable to expect that working parents will completely shut off their personal lives when they arrive at work, and won’t discuss how their responsibilities to their children and aging parents can be sources of stress in their lives. 

1. Integrate with State Programs: Aligning company policies with existing state programs ensures comprehensive coverage for employees. For example, tapping into state-funded paid leave programs can supplement company benefits and provide a safety net for employees. Integrating with state programs not only maximizes support but also demonstrates the company’s commitment to aligning with broader societal standards.

In case there is a bias against supporting parents (for fear of alienating single or childless employees), the term “caregivers” is inclusive of those who must care for their aging parents. About a quarter of U.S. adults finds themselves in the "sandwich generation", caring for both their children and elderly parents - thereby balancing careers with multiple caregiving roles. This underscores the need for flexible and comprehensive policies that go beyond traditional parental leave, addressing the full spectrum of caregiving responsibilities.

As workplaces continue to evolve, CHROs hold a pivotal role in shaping a more supportive environment for working parents and caregivers. By taking the lead on implementing family-friendly policies, CHROs can not only enhance employee well-being but also drive retention, engagement, and overall organizational success.

Let’s Take the Next Step Together

Ready to transform your caregiver policies and create a more supportive workplace, but not sure where to start? Book a consultation with CARRY™ Consulting today to develop or enhance your parental leave strategies and start driving real change in your organization.