“You are not a bad mom because you go to work each day. Similarly, you are not a failure because you left your career altogether. Choices regarding work and family are personal there is no one-size-fits-all method. Anyone who tells you otherwise is wrong.” – Candace Alnaji

Since the pandemic, there has been a new spotlight on the challenges working parents face, especially mothers. Between balancing demanding careers, managing household responsibilities, and navigating the intricate needs of children and sometimes elderly family members, many parents find themselves stretched thin. This stress can lead to burnout, negatively affecting both their personal well-being and professional performance. HR professionals play a pivotal role in recognizing these challenges and implementing policies that support working parents, with a strong emphasis on self-care.

The COVID-19 pandemic significantly increased the struggles of working parents, particularly mothers. As childcare facilities shut down and schools transitioned to remote learning, many mothers were forced to leave the workforce altogether. Maternal employment declined by 15.7% in April 2020, a more considerable decline than the 9.6% reduction fathers experienced at that time. While the pandemic may be behind us, the aftereffects linger, with many mothers still feeling the burnout from trying to balance personal and professional lives without adequate support.

Understanding the ripple effect of these changes is key for HR professionals. The combination of pandemic-related challenges, the end of federal pandemic relief funding for childcare, and the ongoing demand for work-life balance makes it essential for organizations to support working parents in meaningful ways. Offering family-centric benefits is a compassionate choice and a strategic one that enhances the company's reputation, diversity, equity, and inclusion initiatives.

Addressing Work-Life Balance Challenges

Historically, work-life balance has been a challenge for working parents, but modern technology has made it even more difficult. With emails and work-related tasks accessible 24/7 via smartphones, many mothers find it harder than ever to "switch off" and focus on their personal lives. This constant accessibility blurs the boundaries between work and home, contributing to increased stress and burnout.

HR departments should encourage a healthy work-life balance by promoting the importance of setting boundaries, such as not responding to emails after work hours. Additionally, flexible work options, such as hybrid or remote work, allow parents to manage their time better without sacrificing their job performance.

Key Benefits Working Mothers Need

Working mothers prioritize certain benefits that are essential for their well-being and work-life integration:

• Family and Parental Leave: The United States lags behind other developed countries in providing standardized parental leave policies. Offering comprehensive parental leave is one of the most highly desired benefits for working mothers, and HR professionals should advocate for this in their organizations.

• Child Care and Elder Care Support: With childcare costs skyrocketing and many mothers also responsible for aging parents, organizations should offer childcare stipends, dependent care flexible spending accounts, and resources to help navigate both childcare and elder care options. These benefits are crucial for reducing the stress placed on working mothers.

• Flexibility and Remote Work Options: Flexible work hours and remote work arrangements have become essential in helping parents maintain a healthy balance between their professional responsibilities and family needs. HR professionals can work to ensure policies are in place that allow parents to manage their work while meeting their personal obligations.

Self-Care as an Essential Part of the Benefits Package

Self-care isn’t just a luxury for working parents; it’s a necessity. HR professionals should encourage self-care by creating a culture promoting mental health and well-being. Employee assistance programs (EAPs) can offer counseling services, stress management resources, and referrals for childcare or elder care, all of which contribute to a healthier, more balanced lifestyle for working parents.

Additionally, working with wellness consultants like Life Force Wellness to promote wellness programs, such as mindfulness workshops, fitness challenges, and time management seminars, can further enhance the well-being of working mothers. Employers should regularly remind employees about these resources to ensure they are being utilized to their full potential.

The Business Case for Supporting Self-Care and Well-Being

Supporting self-care isn’t just about keeping working parents happy; it’s a smart business move. With many Baby Boomers exiting the workforce, Gen X and Millennials comprise most of the workforce. Gen X is known as the sandwich generation, meaning they are taking care of their elderly parents while simultaneously caring for children. Many Millennials are still building their families and need additional support as new parents. When parents are less stressed and more supported, they’re more productive, engaged, and loyal to their employers. This leads to reduced turnover, absenteeism, and a more positive work culture. Moreover, offering self-care initiatives and family-friendly benefits boosts an organization's reputation, making it easier to attract top talent.

Continuous Evaluation and Communication of Support

Finally, HR professionals should continually evaluate their offerings and gather employee feedback. Surveys, focus groups, and direct conversations with working parents will help HR teams understand what benefits and resources are most valuable. Constantly communicating about the benefits and self-care resources available ensures that employees know and take advantage of the support offered.

The role of HR professionals in supporting working parents, especially mothers, has never been more critical. By prioritizing self-care, flexibility, and family-centric benefits, HR leaders can create a workplace environment that not only supports working parents but also enhances overall company performance. With a focus on well-being, both the employees and the organization thrive in the long run.

If you are looking for new ways to support your organization's working parents, contact Life Force Wellness at [email protected] or visit www.lifeforcewellness.com. Megan Wollerton, owner of Life Force Wellness, will also be a panel expert for an upcoming NurturePA event, “Moms Morning Out,” on October 19 from 10:30 am to 1:30 pm. This nonprofit organization offers free, confidential text-based services connecting experienced moms with new moms to provide support, resources, and activities that promote children's social-emotional development. Visit their website at https://www.nurturepa.org to see ways your organization can partner with them to offer these resources to your employees.