Balancing the roles of parent and employee can feel like juggling two full-time jobs. Having a supportive employer makes all the difference.
For working mothers especially — 70% of whom are the primary caregiver, according to Zippia — there are times when family responsibilities must come first during the workday. Whether it's a 30-minute pump break during office hours or the need to pick a sick child up from school, working moms can perform best when they know they won't be penalized for choosing their children.
To show that they support their female employees at every stage of parenthood, here are three steps employers can take.
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Make space for nursing mothers
Over half of mothers who breastfeed do so for over six months after giving birth, according to the CDC — well after most return to work. Though federal law states that mothers have the right to
Employers can learn ways to go beyond mandates through free resources like the Health and Human Services Office for Women's Health's The Business Case for Breastfeeding program. Additionally, they can establish themselves as considerate by speaking with their employees before maternity leave begins, getting a plan ready for things like pumping upon their return, says Pam Freedman, executive director of the La Leche League Alliance.
"Having a clean, comfortable, pleasant place to pump is wonderful," she says. "If a mom can relax, she can pump her milk more efficiently. A door that locks can help mom feel safe. [Also,] manager sensitivity training would be great. Having other employees know that the business is supporting the nursing employee can help with understanding needs for pumping breaks and privacy. Breastfeeding employees are better employees when their needs are recognized and respected."
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Offer on-site child care
Almost one in six working parent households send their child to a daycare provider during the work week, according to a recent National Household Education Survey. As high as the demand is, only 6% of employers offer child care on or near their worksite, according to SHRM.
Career opportunity platform Guild is one employer who saw the need for accessible and
"Our work at Guild focuses on removing barriers preventing working adults from achieving their full potential, including our own employees," says Guild chief people and purpose officer Dean Carter. "Guild opened The Beehive in 2021 to relieve some of the challenges with child care that so many working parents face. By providing our employees with a nurturing environment for their children, we empower them to return to work and pursue their career goals with the peace of mind that their loved ones are well taken care of."
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Establish a personalized flexible schedule
Family needs, scheduled or a surprise, can require time away during the workday. Working parents who have the flexibility to meet these needs are more likely to stay with their company. A survey by Motherly found that 64% of stay-at-home moms said that a
"Having the type of benefits and support [systems] in place to ensure working moms have what they need to balance their jobs on top of care for kids — or often care for kids and care for aging parents for those working moms in the sandwich generation — is game-changing," says Lindsay Jurist-Rosner, CEO and co-founder of caregiver concierge platform Wellthy. "And it makes flexible benefit policies and caregiving support among the biggest tools for an employer to foster gender equity and inclusion that has real, long-term, and lasting results."
