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Amid the end-of-school projects, class parties, closing out FY22, launching a newsletter and normal single mom chaos, I missed the signup window for summer camps.
The last month consisted of me frantically looking for a solution: calling, asking WhatsApp groups, planning a two-week trip to Illinois to get grandparent help and even driving to the rec center to see if we can get moved up the waitlist for a 9 a.m.-12 p.m. basketball camp for my son. (Spoiler: I couldn’t.)
But why should employers care?
Parents are your middle management. They bridge the leaders to the executors and ensure the alignment of teams and resources. If these lynchpins break, the ripple can extend to losing rising stars not being coached, agency resources being underutilized and so much more.
“Flexibility” has become a buzzword used to recruit talent to corporations but, according to Deloitte’s Women @ Work 2023 Report, 30% of women surveyed worldwide said flexibility is more about when they work vs. where they work.
For a working parent, summer is anything but a “break.” So how can employers support working parents as we bid farewell to childcare teachers and schools? It’s about time.
Here are 10 (completely free!) tactics for companies to utilize to give working parents a break, not a breakdown.
1. Have a human-to-human conversation. Companies miss this first and most important piece of empathetic leadership. Acknowledge some team members are entering a busier, less routine season of parenting. By simply acknowledging their challenges, you are creating a culture that sees one another as humans.
2. Lead by example. Perhaps your leaders have stay-at-home partners or hired help, so their routine isn’t drastically altered in the summer. The same cannot be said for most. Demonstrating a work ethic that looks unattainable creates a feeling of constantly failing.
Nearly all (97%) women surveyed by Deloitte believe requesting or taking advantage of flexible work options would affect their likelihood of promotion. Focus on the right things.
3. Implement an agenda policy. No agenda = no attendance. Meetings are the most expensive use of your team’s time. Imagine if Google and Outlook calculated the cost of every meeting?
