Balancing work and parenting can be very overwhelming, but managing is attainable with the
right support from your job.
Many companies are beginning to recognize the challenges working parents face and are
implementing policies that aim to create a more supportive work environment. However, not all
parents have access to these resources, and knowing how to advocate for yourself is key.
Here are three takeaways from our Lead Dad Community on getting more parental support from
your job.
1. Advocate for Comprehensive Parental Leave Policies
One of the biggest challenges working parents face is insufficient or unequal parental leave.
Parental leave policies are often fragmented, with some parents receiving more benefits than
others due to their role, company size, or location. In many cases, companies are still catching
up to the shift in caregiving norms, which often leads to a disparity in parental caregiving
policies between mothers and fathers.
What You Can Do:
- Research Your Rights: Start by reviewing your company’s parental leave policy and comparing
it with local, state, and federal regulations. You may have more rights than you realize, and this
knowledge can empower you to have a productive conversation with your employer. - Discuss with HR: If your company’s policy is not equitable or adequate, bring up the issue with
your human resources (HR) department. You can suggest extending parental leave to cover
both mothers and fathers or equalizing the leave between birth and adoptive parents. - Leverage Data: Many companies respond to data, so if you’re advocating for better leave
policies, present examples of how parental leave improves employee retention, satisfaction, and
productivity. Point to companies in your industry that offer more progressive policies, and
explain how this benefits the overall workplace culture.
2. Push for Flexible Work Arrangements
Flexible work arrangements make a world of difference for working parents. Remote work,
flexible hours, and job sharing policies allow parents to balance their family responsibilities with
work demands. Unfortunately, not every company offers this flexibility, and in some workplaces,
parents may feel discouraged from utilizing these options due to fears of being seen as less
committed to their job.
What You Can Do:
- Communicate Needs Clearly: Approach your supervisor with a well-thought-out plan for how a
flexible schedule could benefit both you and the company. Present data on your past
performance and explain how flexible hours or remote work can help you stay productive while
meeting your family’s needs. - Be Open to Compromise: If your company is hesitant to implement flexible work arrangements,
offer a trial period to prove its effectiveness. For instance, propose working remotely one or two
days a week and reassess after a month or two to see if productivity remains high. - Normalize Flexibility: Sometimes, flexible work policies exist but are underutilized because
employees fear the stigma of using them. Encourage open discussions about flexibility in the
workplace, and if you’re in a leadership role, lead by example by taking advantage of these
policies yourself. This can create a culture where working parents feel comfortable seeking
flexibility without judgment.
3. Request Family-Friendly Benefits
Beyond parental leave and flexible work arrangements, other family-friendly benefits can
significantly improve the work-life balance for parents. These include on-site childcare,
dependent care flexible spending accounts (FSAs), and resources for mental health or parental
coaching. These benefits are often overlooked or under-communicated, but they can provide
essential support for working parents juggling multiple responsibilities.
What You Can Do:
- Check Existing Benefits: Your company may already offer valuable resources that you’re not
aware of, such as employee assistance programs (EAPs) that provide counseling, mental health
support, or financial assistance for childcare. Reviewing your company’s benefits package can
uncover hidden gems that support your role as a parent. - Request Childcare Support: If childcare is a significant impediment to your work, suggest that
your employer offer subsidies for childcare services or partner with local childcare centers for
discounted rates. Even if on-site childcare isn’t feasible, many companies are open to providing
financial assistance or resources to help parents navigate childcare challenges. - Ask for Parental Support Programs: In addition to logistical benefits, working parents can also
benefit from emotional and mental support. Parental coaching programs or peer support groups
can help you navigate the stresses of parenting while managing your professional life. Propose
these programs to your HR team or managers as part of a larger conversation about supporting
working parents.
As more companies recognize the importance of supporting working parents, advocating for
policies that benefit both you and your employer is crucial. Do your research and advocate for
yourself. And remember this: “Family First” can mean you prioritize time with your family; it can
also mean getting things done to provide for them.
