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How Employers Can Support Working Parents, by Lorman

How Employers Can Support Working Parents is brought to you by Lorman

Learn how to provide an environment to support working parents and similar individuals.

When COVID-19 first hit in the spring of 2020, many working parents had to figure out how to remain available for their own work while still attending to their kids when adequate childcare was not an option. Many parents are continuing to work from home far longer than they anticipated while many schools are operating virtually across the country. The employer that understands these concerns and is willing to provide an environment to support working parents and similar individuals will acquire and retain better people. Based on Coleman Consulting Group’s proprietary employee database, roughly one third of American workers have young children at home requiring childcare, and another ten percent have other family members at home that require care. Another consideration is that one in six American workers identify themselves as single parents. All of this adds up to the fact that workers are concerned about their responsibilities outside of work. Supporting working parents requires the implementation of ideas that will allow them to keep their commitments outside of work. Flexibility and predictability of work schedules are key drivers for many parents. But what does that mean? More time off is one answer, but competitive industries may have a tough time dealing with cost. Is there a way to provide workforce flexibility that can also be win-win for both parents and employers? The answer is yes. In fact, there are multiple solutions. The same is true for predictability, for quality time off, and other similar working parent needs. Every organization should strive to support working parents. The question is how to do it effectively without driving up costs unreasonably.

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