Working parents now make up a larger section of the global workforce than ever before. An OECD report shows that maternal employment rates have risen by over 2% in the last decade alone. In Sweden and Denmark, over 80% of women with a child under 14 years old are in work. This trend is repeated worldwide, with more than 70% of Israeli and Russian mothers in employment.
That said, it's not always easy for parents to return to work after they’ve had a child. According to Pew research, around 56% of American women find it difficult to achieve a balance between work and childcare. It's no wonder that far fewer mothers of young children or multiple children are in employment than those with teenagers or an only child. In France, Germany and Slovakia, women with three children under 14 are 25% less likely to be in employment than those with one or two children under 14.
So why is this a problem for companies? If new parents feel unable to return to work, companies are missing out on the valuable skills these employees have gained from their experience in the workforce. Regus research shows that 72% of companies believe that employers who don't take on returning parents are missing out on important skills and knowledge.
Here are a few ways your company can adapt to work better for young and busy parents.
Flexible working hours
For companies dealing with clients across time zones, working to a set routine is no longer necessary or even beneficial. Setting core hours, such as 10:00-16:00, and allowing your employees to choose how to structure their time outside of this block, will not only make them happier but it can also drive efficiency. For example, by enabling parents to start and finish work an hour earlier, they can match their day to fit in the school run or shift hours to make appointments. This will also bring people into the office earlier or later than usual, making cross-time-zone communication much easier and more direct.
Needs-centred workspaces
With the average Briton spending 55 minutes on their commute – and the average worker in Bangkok taking around two hours – the journey to work can take its toll, both on an employee's free time and their job satisfaction.
If you've hired a returning mother or parent, they might not be keen to work from home – but they could be just as put off by an hour's commute each way that will cut into their family time. Using co-working or flexible working spaces can give your employees a space away from the distractions of home, without having to fight the morning rush hour to reach your main office. This also works well if you have parents working part-time, as you can reduce the number of unoccupied desk spaces in your office.
Employee benefit schemes
Fast-growth companies aren't often in the position of larger corporates, who can provide on-site facilities such as daycare centres. That said, the needs of new parents can still be built into a business' benefits scheme. This could simply take the form of nursery or daycare contributions, or it could work as a salary sacrifice scheme, with childcare vouchers or even travel assistance to make their commute smoother.
Mum's the word: how to support new parents returning to work
