Supporting Working Parents : No Longer Just a Nice-to-Have—It's a Strategic Advantage

I didn’t want to go back. There, I said it—after four boys. And no, it’s not because I didn’t love my job. I loved my job. I spent all my twenties and the early part of my thirties chasing my dream, and guess what? I caught it. But I didn’t want to go back because I’d become a mother.

And before you start getting judgey, trust me—I was judgey too. Before motherhood,  I didn’t get it. I didn’t understand it. I couldn’t comprehend it. Scratch that—I didn’t even see it. I didn’t acknowledge the seismic shift my body, mind, and life had endured for over a year.  (Side note, that scientific term is materscence, a birth of a mother and patrescence, a birth of a father.)

My thirties became a juggling act: growing my family, working, and chasing that utterly ridiculous concept of “work-life balance.” Spoiler alert: there is no balance. There are only choices. You make decisions in each moment to create some semblance of normalcy— decisions made in the moment to keep things from falling apart. Sometimes you nail it. Sometimes you’re handing your three-year-old your Lean Cuisine after a 30-hour hospital shift because that’s all you’ve got left in the tank. And sure, you’ll spiral down the rabbit hole of what ifs when you’re exhausted and vulnerable. But at the end of the day, you choose the best path you can at that moment.

There are two constants in life and society— breeding and capitalism. And why should capitalism support breeding? Because, at its most basic level, breeding supports capitalism (you know—future workers). If you want a deeper dive into how these two intertwine, check out The Doctor and Her Black Bag, an evidence-based book that explores the economics of maternal mortality.

Bottom line? Supporting working parents isn’t just a moral obligation anymore. It’s a smart business move. Supporting working parents isn’t just a warm, fuzzy idea anymore—it’s a strategic advantage. It drives growth, sustains industries, and creates a future workforce. Companies that figure this out aren’t just doing the “right thing”—they’re setting themselves up for long-term success.

A joint study between Great Place To Work and Maven has found that there are significant benefits in creating a supportive environment for working parents, demonstrating its positive impact on both employees and companies.

Key Findings from the Study:

1. Significant Business Gains- According to the study, companies that provide strong support for working parents experience notable financial gains. Businesses that excel in supporting working parents see 4.4 times greater profitability and 2.1 times greater revenue growth compared to those that don’t. These results demonstrate that a commitment to family-friendly policies isn’t just good for employees—it’s also good for business.
2. Improved Employee Engagement and Loyalty- Employees at workplaces that prioritize family support report higher levels of engagement. The study found that employees in these environments are 5.6 times more likely to feel valued and 4.5 times more likely to recommend their company to others. This translates to higher retention rates and a more engaged workforce that is eager to contribute to the company's success.
3. Retention of Top Talent- One of the most significant challenges businesses face today is talent retention. This challenge becomes even more pronounced when it comes to parents in the workforce. Research from the study shows that companies with robust parental benefits are better able to retain key employees, particularly women. Without this support, 43% of women leave the workforce within the first year of having a child, which can result in expensive turnover costs. Offering parental leave, flexible work arrangements, and childcare support can help retain these valuable employees.
4. The Power of Flexibility- Flexibility in work arrangements is one of the most effective ways to support working parents. The study found that companies offering flexible hours or remote work options saw higher levels of productivity and job satisfaction. Parents who are able to manage their work schedules around family commitments are more focused, less stressed, and able to contribute more effectively to the business.

The findings from Great Place to Work’s largest-ever study on working parents are clear: businesses that invest in supporting their employees' family lives are reaping the rewards in terms of higher revenue, profitability, and talent retention. By embracing family-friendly policies and offering flexible work options, companies can build a more engaged, loyal, and productive workforce—ultimately driving long-term success.

As the workforce continues to evolve, it's time for more companies to recognize the powerful business case for supporting working parents. The future of work is not just about driving profits; it's about building a thriving, inclusive workplace where everyone, including working parents, has the support they need to succeed.

Learn more about how companies can support parents in the workplace here. https://nayacare.org/blog/creating-a-family-friendly-workplace-best-practices

Citation:

Great Place to Work. (2020). Parents at the Best Workplaces 2020. Retrieved January 15, 2025, from https://www.greatplacetowork.com/resources/reports/parents-at-the-best-workplaces-2020