The Hidden Cost of Ignoring Working Parents (And What It’s Doing to Your Culture)

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?

When organizations fail to recognize the challenges that working parents face, it doesn’t create a level playing field. Instead, it creates burnout. And that leads to higher turnover and a lack of engagement. And the end result? A company culture that is irreparable. 

It’s time to talk about the hidden cost of ignoring working parents — and, more importantly, how to fix it.

1. The Silent Strain on Your Teams

Working parents are experts at downplaying all of their responsibilities beyond their day job. By the time they’ve arrived at work, they’ve already negotiated with, multi-tasked for, and chauffeured their little people for hours. And they routinely downplay pediatrician appointments, quietly duck out for midday school pickups, and put on a happy face despite major exhaustion from a sleepless night. Why? Because corporate culture says that they shouldn’t let their personal lives interfere with their performance.

But guess what? That pressure adds up fast.

Without support or flexibility, parents carry a chronic mental load that leaves them stretched thin. They may smile on a Zoom call, hit deadlines, and show up to meetings, but when they take a break or clock out for the day, they’re barely holding it together.

This silent strain can quickly create a culture where being honest about caregiving feels too risky.

2. The Ripple Effect on Culture

Despite what you may think, ignoring the realities of parenthood doesn’t just affect those parents in question. It affects everyone.

Because when one group feels unsupported, resentment ensues (on both sides). Non-parents may perceive flexibility or accommodations as favoritism. And parents may feel guilty or judged for using them. This tension can quickly fracture morale and any team cohesion that exists.

And since women are more likely to carry the brunt of the caregiving, this type of culture disproportionately affects them. That’s why so many end up opting out of leadership tracks or pausing their careers. It’s not because they want to, or because they’re not capable — but because the system wasn’t built to support them.

That’s a direct hit to your DEI and retention goals.

3. What It’s Costing You (Beyond Attrition)

Let’s talk business. When working parents feel unsupported, it leads to:

• Lost productivity: The mental bandwidth needed to juggle caregiving (and the associated mental load) takes a real toll that results in reduced performance at work.

• Departing knowledge: Parents who leave often take years of institutional knowledge with them. In fact, 42% of role-specific expertise leaves with departing employees, which means their replacements need to learn everything from scratch.

• Low morale: When people feel they can’t be honest about their lives, they disengage. And a lack of psychological safety results in stress and “stifled creativity” because people fear speaking up.

Ever heard of “quiet quitting”? That’s what happens when exhausted parents feel unsupported. Which means your company is likely missing out on innovation and is just getting by, rather than thriving. 

4. What to Do Instead

We’re not suggesting that caregivers deserve special treatment. But what they should get is smart, strategic support.

Here’s what that looks like:

• Normalize caregiving conversations: Encourage managers to ask how they can support employees fully. Doing so can remove the stigma around talk of parenting and caregiving.

• Invest in parent-forward policies: Think beyond parental leave (which should be the bare minimum). Offer options like transition coaching, re-onboarding following leave, and flexible scheduling.

• Model support from leadership: When leaders are open about their own caregiving responsibilities — and take the leave that is due to them — it sets the tone for the entire organization. 

When you create a culture that works for parents, it doesn’t mean you’re lowering your expectations. Instead it means you’re making it possible for people to meet those expectations without burning out.

Let's Take the Next Step Together

Ready to address the lack of support for the caregivers on your teams? Book a free consultation with CARRY™ Consulting today to build a culture that works for everyone.