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<p>In a competitive work environment, employers are increasingly focused on improving employee satisfaction and retention. One of the best ways to set yourself apart as an employer is to provide attractive benefits for working parents.</p>



<p>Below, we discuss what employers need to do to change their company culture for working parents, and list the top five benefits for working parents that improve productivity and happiness levels.&nbsp;</p>



<h2 class="wp-block-heading">Here&#8217;s a Tip for Employers: Give Employees What They Need Most</h2>



<p>Working parents know what they need from their employer to make them successful at work and at home: robust benefits to allow them to be a great parent and a effective employee. They want the flexibility to work from home if their child is sick. They want employer-sponsored child care options such as backup care, care reimbursements or onsite or near-site options. But most of all, they are looking for employers that will genuinely support their journey as parents.&nbsp;</p>



<p>The pandemic made many working parents, especially mothers, realize that having a stable job isn&#8217;t enough. Employers need to provide benefits and resources for working parents to help them thrive and be successful.&nbsp;Companies unwilling to listen to what employees need most to do their jobs well won&#8217;t see retention levels improving. </p>



<p>As we know, women were hit hardest by the pandemic. These employees left the labor force in their millions to focus on caregiving responsibilities. The <a href="https://fred.stlouisfed.org/series/LNS11300002">participation of women in the labor market</a> is estimated to be at a level that was last seen during the 1980s. Many of these employees have made it clear that they won&#8217;t return to companies that don&#8217;t offer access to child care  or other family-friendly policies.&nbsp;</p>



<p>To stay competitive when hiring and improve talent retention, you need to prove that your company is inclusive of working parents.&nbsp;</p>



<h2 class="wp-block-heading">Caregivers Need Company Support to Perform Well. Here&#8217;s Why</h2>



<p>Being a working parent requires you to juggle many responsibilities. Yet, it&#8217;s hard to do this without any support from family, friends, and employers. A recent <a href="https://www.ebri.org/docs/default-source/wbs/wws-2021/2021-workplace-wellness-short-report.pdf">Workplace Wellness Study</a> by the Employee Benefit Research Institute (EBRI) found that six out of every 10 employees struggle to balance work and caregiving. Poor work-life balance is one of the main reasons working parents struggle to keep up.&nbsp;</p>



<p>Without vital resources and benefits for working parents, these employees are more likely to:&nbsp;</p>



<ul>
<li>Experience increased levels of stress and burnout.</li>



<li>Have less time to spend with their family</li>



<li>Deal with significant financial stress</li>



<li>Tap into vacation days to accommodate caregiving responsibilities</li>



<li>Have trouble concentrating when working</li>



<li>Struggle to perform well in work</li>



<li>Not have enough money to cover caregiving and child care costs.&nbsp;</li>
</ul>



<p>Without support, these employees are at a higher risk of experiencing burnout and decreased employee morale. After all, what incentives do these employees have if their workplace isn&#8217;t parent-inclusive? If you want working parents to perform well, you need to <a href="https://vivvi.com/blog/employers/articles/blog-build-parent-inclusive-workplace">build a parent-friendly workplace</a>.&nbsp;</p>



<h2 class="wp-block-heading">Benefits for Working Parents That Improve Happiness and Productivity</h2>



<p>Vivvi&#8217;s <a href="https://f.hubspotusercontent40.net/hubfs/7061949/Charter%20Vivvi%20State%20of%20Working%20Parents.pdf">State of Working Parents study</a> found many benefits to boost employee retention. These include flexible work arrangements, family leave policies, childcare support, and employee well-being resources.&nbsp;</p>



<h3 class="wp-block-heading">Flexible Hours and Remote Work</h3>



<p>Flexibility will be key to improving employee satisfaction in the coming years. Working parents rank this benefit as one of the most sought-after priorities when searching for jobs. Employees need to have flexible schedules as a caregiver. They need to have options for working asynchronously or remotely.</p>



<p>Parenting-relating issues can impact an employee at any time. For example, they may have to look after a sick child or leave the office to attend a parent-teacher conference. Having flexible schedules and remote work options will be invaluable to these employees. Flexibility should be a core company value and should be woven into your company&#8217;s culture.&nbsp;</p>



<h3 class="wp-block-heading">Parenting Culture</h3>



<p>Without a company culture that supports working parents, your company will never be capable of satisfying these employees. Working parents want to feel seen and heard.&nbsp;</p>



<p>A parent-inclusive company should have members of senior leadership that are visible parents. They should offer employee resource groups (ERGs) that provide support and mentoring opportunities. They should value mothers returning from maternity leave by giving transition support. These companies should acknowledge and praise every aspect of caregiving.&nbsp;</p>



<h3 class="wp-block-heading">Robust Family Leave Policies &amp; Benefits</h3>



<p>Benefits for working parents will never be complete without robust family leave policies. Working parents should be given the time they need to care for their children and to welcome a new member of their family. This leave policy should be compensated fairly and robust for both mothers and fathers.</p>



<p>Many companies also ensure that family leave policies include same-sex families and bonding leave for non-primary parents. Additionally, a company&#8217;s family-friendly benefits should include health benefits for the whole family.&nbsp;</p>



<h3 class="wp-block-heading">Provide Child Care Services</h3>



<p>A lack of accessible child care is a problem that many working parents face daily. Employer-sponsored child care solutions can resolve this issue. Many family-friendly companies provide their employees with child care stipends or access to high-quality child care services. Benefits like these tell working parents that they are valued at the company.&nbsp;</p>



<h3 class="wp-block-heading">Support Working Parents&#8217; Well-being</h3>



<p>Parental burnout is a real issue that many employers are facing this year. If you wish to see these employees thrive, you need to <a href="https://vivvi.com/blog/family/articles/how-to-support-working-parents-emotional-well-being-in-the-workforce">support working parents&#8217; emotional well-being</a> by giving them tangible well-being benefits and resources. The easiest way to do this is by fostering a company culture that puts mental health first.&nbsp;</p>



<p>Wellness programs, ERGs, mental health days, and frequent manager check-ins are some of the resources that can be beneficial for working parents.&nbsp;</p>



<h2 class="wp-block-heading">Help Your Employees Thrive With Employer-Sponsored Child Care</h2>



<p>While there are many benefits for working parents that will be vital for employers to implement in the coming years, child care support is key. Many working parents will struggle to achieve a work-life balance with access to affordable child care.&nbsp;</p>



<p>At Vivvi, we help employers support their employees exactly where they are in their parenting journey. We partner with companies of all sizes to make access to full-time, part-time and backup child care a reality for working parents. Our experienced childcare providers work with your business and employees to provide a solution that benefits everyone.&nbsp;</p>



<p>For more information about our employer-sponsored childcare solutions, visit our <a href="https://vivvi.com/employers">employer page</a> today. Our team will be happy to answer any questions you may have. <a href="https://vivvi.com/contact">Contact us</a> today.&nbsp;</p>


Wondering how you can help your employees thrive? Benefits for working parents are more important now than ever. Here’s what they need. 

5 Benefits for Working Parents That Help Them Thrive

5 Benefits For Working Parents That Help Employees Thrive


<p>Childcare costs are still an issue for many parents across the United States. This crisis doesn&#8217;t seem to be going away anytime soon, and it is already impacting working parents&#8217; return to the labor force. As an employer, it is your job to ensure employees have the support they need to have a successful work-life balance. This means providing them with <a href="https://vivvi.com/employers">employer-sponsored childcare</a>.&nbsp;</p>



<p>Below, we&#8217;ll discuss the childcare cost crisis for working parents right now and what companies can do to address this crisis from now on.&nbsp;</p>



<h2 class="wp-block-heading">Childcare Costs: Is There Still a Crisis?&nbsp;</h2>



<p>Despite the economy rebounding, childcare costs are soaring. Many in this industry face challenges, including labor shortages and low wages. Working parents have struggled for years to access affordable, high-quality childcare. A lack of government funding and an inadequate supply of childcare programs continue to be two leading causes of this struggle.&nbsp;</p>



<p>The pandemic gave new energy to the childcare crisis debate. The last two years highlighted how broken the childcare system is. Many childcare providers shut down, and millions of mothers left the labor market to focus on childcare responsibilities. This scenario proved how vital childcare support is for many US employees&#8217; financial security and well-being.&nbsp;</p>



<p>With a continued lack of access to childcare, it is no wonder that the cost of these services is rising again. Without intervention, the challenges faced by this industry will have severe consequences for many other sectors.</p>



<h2 class="wp-block-heading">How Much Does Childcare Cost? Let&#8217;s Take a Look At the Math</h2>



<p>Some employers believe that the childcare crisis is not their issue to solve. But, that is far from the truth. If your employees cannot afford or access childcare, this has a more significant impact on your business than you realize. To understand how this crisis affects your employees, let&#8217;s look at the reality of childcare costs.&nbsp;&nbsp;</p>



<p>The <a href="https://info.childcareaware.org/hubfs/FINAL-Demanding%20Change%20Report-020322.pdf?utm_campaign=Budget%20Reconciliation%20Fall%202021&amp;amp;utm_source=website&amp;amp;utm_content=22_demandingchange_pdf">Demanding Change report</a> found that families across the United States were paying approximately $10,174 for childcare in 2020. In terms of national median household income, this backs out to 10% for married couples and 35% for single parents. This means that many families are paying the equivalent of their mortgage payment or twice the cost of a car payment on childcare services. Yet, according to the federal government, childcare costs should never be more than <a href="https://www.govinfo.gov/content/pkg/FR-2016-09-30/pdf/2016-22986.pdf">7% of a household income</a>.&nbsp;</p>



<p>In New York state, childcare costs are slightly higher than the national average. NYC childcare costs range anywhere from $11,000 to $21,000 annually, depending on your child&#8217;s age. According to the <a href="https://www.epi.org/child-care-costs-in-the-united-states/#/NY">Economic Policy Institute</a>, childcare for infants in New York costs on average $1,283 per month.&nbsp;</p>



<p>This is what working parents in NYC are typically paying for childcare for each of their children based on age:&nbsp;</p>



<ul><li><strong>Infant</strong>: $1,760 per month</li><li><strong>Toddler</strong>: $1,365 per month</li><li><strong>Preschooler</strong>: $968 per month</li><li><strong>School-age</strong>: $802 per month</li></ul>



<p>If your employees are based in New York City, for these families to comfortably pay 7% &#8211; 8% of their median income on childcare costs, they would need to earn at least $112 per hour. These figures don&#8217;t even account for health costs, cost of living, rent, and mortgage payments.&nbsp;</p>



<p>The math is straightforward: working parents can&#8217;t navigate the childcare crisis alone.&nbsp;</p>



<h2 class="wp-block-heading">Working Parents Aren&#8217;t The Only Ones Feeling the Pinch</h2>



<p>The childcare crisis is already impacting the labor market, and employers are starting to feel the pinch. Right now, companies are facing one of the most challenging hiring markets as many working parents are can&#8217;t return to the workforce due to soaring childcare costs.&nbsp;</p>



<p>Consider this: there have been approximately <a href="https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/over-1-million-fewer-women-in-labor-force.aspx">2 million fewer women in the labor market</a> since the beginning of the pandemic. Despite a highly-competitive hiring market, labor force participation continues to fall. According to the <a href="https://www.bls.gov/news.release/pdf/empsit.pdf">Bureau of Labor Statistics</a>, figures are still below what they were in February 2020. This is due to the rising costs of childcare.&nbsp;</p>



<p>Many companies are struggling to retain their current workforce, and the future of hiring doesn&#8217;t look too bright either. A smaller talent pool of experienced workers means employers will find it harder to attract and retain great talent &#8211; especially working mothers.&nbsp;</p>



<p>Unless employers commit to being part of the solution, the childcare crisis will have devastating impacts on the labor market for years to come.&nbsp;</p>



<h2 class="wp-block-heading">How Companies Can Overcome Issues Caused by Rising Childcare Costs&nbsp;</h2>



<p>Employers must act now to build <a href="https://vivvi.com/blog/employers/articles/blog-build-parent-inclusive-workplace">parent-friendly workplaces</a>. Through various resources and benefits for working parents, you can make an impactful change in the lives of working parents. While there are steps that the government will need to take, there are small ways companies can help parents overcome rising childcare costs.&nbsp;</p>



<h3 class="wp-block-heading">Embrace Flexibility</h3>



<p>Companies must be willing to accept that limited childcare options mean many working parents won&#8217;t have the availability to return to the office full-time. Implementing <a href="https://vivvi.com/blog/employers/articles/blog-the-case-for-flexible-working-arrangements">flexible work arrangements</a> and schedules allow working parents to balance their job and caregiving responsibilities better. Many companies have already paved the way for flexibility during the pandemic. Keeping this work model will be more vital now than ever.&nbsp;</p>



<h3 class="wp-block-heading">Provide Childcare Subsidies and Stipends</h3>



<p>Childcare benefits are highly sought after by working parents. Companies that can show prospective employees they are committed to supporting their parenthood journey are coming out on top. Companies should consider offering childcare subsidies and stipends as part of benefits packages. The addition of these benefits for working parents can help to reduce the financial burden that comes with caring for children.&nbsp;</p>



<h3 class="wp-block-heading">Offer Employer-Sponsored Childcare</h3>



<p>Back-up and employer-sponsored childcare are imperative to solving the childcare cost crisis. This is the first line of defense that companies should be taking to prevent employee turnover. If working parents are provided access to high-quality childcare either on-site, in-office, or <a href="https://vivvi.com/in-home">in-home</a>, this could be the deciding factor to help them re-enter the workforce.&nbsp;</p>



<p>At Vivvi, we work with employers of all sizes to ensure their employees have access to affordable and high-quality childcare. Our team of educated childcare providers is committed to supporting you and your employees where they are. For more information about our employer-sponsored childcare solutions, visit our <a href="https://vivvi.com/employers">employer page</a> today.</p>


Childcare costs are soaring, harming working parents and employers alike. Here’s why companies need to be part of the solution. 

How Childcare Costs Are Impacting Businesses 

The Childcare Cost Crisis is Impacting Businesses. Here’s Why


<p>Working parents are making it clear: they are putting flexibility and their families first &#8211; even if this means having to leave their jobs. Burnout levels skyrocketed among employees over the last two years as the pandemic forced many to re-evaluate their work and home lives.&nbsp;</p>



<p>So, what can employers do to support the emotional well-being of their workforce and win the war on talent? It starts with understanding the state of emotional well-being in the U.S. labor market, and the actual ROI behind implementing holistic child care benefits and support systems.&nbsp;</p>



<h2 class="wp-block-heading">Pandemic Parental Burnout and the Need to ‘Do-it-All’&nbsp;</h2>



<p>Working parents are exhausted. The reality of remote work and child care has led to some of the highest levels of parental burnout in the U.S. labor market, and it has impacted mothers at a disproportionate rate. As many are now well aware, this has resulted in what experts a calling a&nbsp; ‘<a href="https://vivvi.com/blog/employers/articles/retention-strategies-for-working-moms">she-cession</a>,’ which caused approximately 3 million women to leave their jobs during COVID.&nbsp;</p>



<p>According to a <a href="https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/covid-19-and-burnout-are-straining-the-mental-health-of-employed-parents">McKinsey report</a>, parental burnout stems from both home and work-related causes. The home-related causes are obvious: increased pressure of child care responsibilities, financial worries, and isolation from friends and family. On the workplace side, many employees feel that their leaders place more importance on productivity than their emotional well-being.&nbsp;</p>



<p>Working mothers have to spend approximately eight additional hours a day caring for their children while also showing up at their jobs. This explains why so many women had to cut back on hours or leave their jobs entirely to put their family’s needs first. This burnout is having lasting impacts on their mental and physical health.&nbsp;</p>



<p>Combine this with an long-time message to parents that they need to ‘do-it-all’ and you have a recipe for disaster. Women often feel pressure to be highly productive at work and in the home. However, these aspects of life are bi-directional; one can easily disrupt the other. Instead of viewing work and home as two separate entities, there needs to be a cultural shift towards an integrated perspective.</p>



<p>Working mothers need to be viewed as employees who are also mothers. It is no longer fair to expect these employees to give 100% in both areas of their lives without support. Failing to do so is proving to impact their emotional well-being and harms your organization in the process.&nbsp;</p>



<h2 class="wp-block-heading">Working Parents are Opting to Seek New Job Opportunities</h2>



<p>As many employers are aware, the Great Resignation has inspired many employees to seek opportunities elsewhere, including working mothers. As these employees return to the workforce, they hold more power than ever before, as companies are forced to meet their needs or risk losing them.&nbsp;</p>



<p>Companies are in a labor shortage and are seeking high-quality talent after a mass exodus from the workforce during the pandemic. Employees who left are now realizing that they can use this talent shortage to their advantage to get the working environment and family-friendly benefits that they need. Whether it is a fully remote work model or access to affordable employer-sponsored child care solutions, job-seeking parents are negotiating what works best for them.&nbsp;</p>



<p>To win over talent in this environment, company leaders need to be willing to step back and examine whether the benefits their companies currently offer are actually serving employees. For example, if the majority of your employees are entering the childbearing years, then you may examine whether your child care solutions are adequate and consider adding this as a benefit if you have not already.&nbsp;</p>



<p>If you want to truly stay competitive and welcome working mothers back into the workplace, you need to have benefits that will support their needs.</p>



<h2 class="wp-block-heading">The True ROI of Offering Robust Well-Being and Child Care Benefits</h2>



<p>While many employers will be looking for increased employee retention rates and a better bottom line for their business, the true ROI of offering support to working parents goes deeper than that.&nbsp;</p>



<p>Erin Grau, co-founder of Charter, mentioned in a <a href="https://www.youtube.com/watch?v=RdjRzm0LPwE">recent webinar with Vivvi</a>, that introducing benefits that support working parents signalled to employees “that we were the kind of organization that cared about the growth of your family and the growth of your career.” Having supports that solve working parents’ pain points, such as finding affordable child care, has a great impact on emotional well-being and employee loyalty.</p>



<p>Lisa Dallenbach, Chief People Officer of the Skimm, remarked that “some people need a bridge to get to work, some people need a car, and some people need child care.” Investing in employer-sponsored child care programs and other benefits such as <a href="https://vivvi.com/blog/employers/articles/supporting-working-parents-advice">flexible work arrangements</a> gives working parents what they need to fully come to work, without having to also care for their children while they do that work. This will inevitably improve burnout rates, financial stressors, engagement, retention levels and much more.&nbsp;</p>



<p>Employers must also note that defining the success of these benefit programs shouldn’t be narrowed to engagement and participation levels.&nbsp;</p>



<p>Instead, you should take into account how it impacts your employees’ view of your company culture and what your company stands for. If an employee feels that a company is passionate about supporting working parents &#8211; especially working moms &#8211; this will act as an added benefit when attracting new talent.&nbsp;</p>



<h2 class="wp-block-heading">Caring for Working Parents: The Steps Your Organization Should Take</h2>



<p>So, where do employers begin? What exactly should you be looking at when considering how your organization can better support working parents? Below are a few of the tried and tested steps that companies are taking to improve their employees’ emotional well-being.&nbsp;</p>



<h3 class="wp-block-heading">1. Embrace Flexibility</h3>



<p>While offering flexibility was a necessity during the pandemic, tying this only to location and schedule will not be enough in the years to come. Along with considering a hybrid workplace policy, you must also consider options that improve how working parents can work.&nbsp;</p>



<p>For example, Twitter notably introduced asynchronous work as part of their workflow. This gives working parents the ability to not feel tied to being available online during traditional work hours &#8211; meaning that they can prioritize caregiving at various times of the day.&nbsp;</p>



<p>The idea of job sharing is equally as beneficial for working mothers, especially those who may be returning from maternity leave. The core message here is to think beyond offering remote work or ‘no meeting’ afternoons. Instead, you need to view how your organization can change the way employees work to better support family life.&nbsp;</p>



<h3 class="wp-block-heading">2. Examine Child Care Benefits &amp; Parental Leave Policies</h3>



<p>Are your parental leave policies robust enough? Do you offer returning mothers a program that allows them to stagger their return to full-time work? What about child care benefits beyond parental leave?</p>



<p>Asking yourself these questions is important in learning whether or not your existing family leave and child care policies are actually sufficient for your employees’ needs. After all, there are many ways of defining what a caregiver is.&nbsp;</p>



<p>Many companies now offer fertility benefits that support employees in becoming a parent. Others are implementing programs that support soon-to-be parents that are going through the adoption process. And many more are adding child care benefits to extend support beyond those first few months of parenting. Benefit programs like these are valued highly by existing and prospective employees.&nbsp;</p>



<p>Additionally, you need to review benefit policies to make sure that they incorporate both working moms and dads, and that they are generous enough to allow both parents to bond with their newborns. This is the first hurdle that many companies fail at when trying to support working parents.&nbsp;</p>



<h3 class="wp-block-heading">3. Foster a Culture That Keeps Mental Health Front of Mind</h3>



<p>Parental burnout is one of the key issues facing all employers this year. While well-being benefits are critical, there are more sustainable ways to make sure the well-being of working parents is supported for years to come.&nbsp;</p>



<p>Fostering a company culture that encourages your employees to take time to manage stress levels and improve their mental health is a necessity. Many companies do this by offering working parents an employee resource group (ERG) or a subscription to a wellness program, but it should also be incorporated into daily conversation and modeled by a company’s leaders.</p>



<p>Implementing solutions that will support your employees from both a professional and personal level will give your company a competitive edge when it comes to hiring and retaining working parents.&nbsp;</p>



<h2 class="wp-block-heading">How an Employer-Sponsored Child Care Provider Can Help</h2>



<p>The most important step that an employer can take in caring for working parents is partnering with a child care provider. Time and again working mothers have voiced how vital employer-sponsored child care solutions are for them.&nbsp;</p>



<p>An affordable child care provider can support your employees exactly where they are and at various stages of their parenting journey. Whether it is through an in-home option or access to on-site childcare, this program offering can be the pivotal point that improves employee retention and engagement.</p>



<p>At Vivvi, we partner with employers of all sizes to make full-time, high-quality child care more accessible and affordable for working parents.&nbsp;</p>



<p>Our team of experienced early childhood educators work with you to provide next-level child care solutions that meet the needs of your business and your working parents. <a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits of offering employer-sponsored child care solutions to your working parents.&nbsp;</p>


The emotional well-being of working parents has been truly tested. These are the steps that employers must take to support their employees fully.

How to Support Working Parents Well-Being in the Workforce | Vivvi

How to Support Working Parents Emotional Well-Being in the Workforce


<p>The last few months, we’ve been hearing a lot about the Great Resignation.&nbsp; The Great Resignation, which began in 2021 in part as a reaction to the pandemic, saw millions of Americans quitting their jobs. Whether as a result of no access to childcare support or more remote work opportunities, employers have been struggling to retain many employees &#8211; especially working moms. Will this struggle come to an end in 2022?&nbsp;</p>



<h2 class="wp-block-heading">The Great Resignation: A Constant Challenge For Employers</h2>



<p>We can all agree that <em>The Great Resignation</em> will be among the top buzzwords of 2021. The phrase that was coined when the media started recognizing that&nbsp; millions of people were leaving the workforce entirely or changing jobs during the pandemic. It has proven to be an enormous challenge that employers have been struggling to overcome, even beyond 2021.&nbsp;</p>



<p>How did this dilemma come about for so many employers across the United States? Where did the Great Resignation of 2021 begin?</p>



<p>While people began leaving their jobs at the onset of the pandemic in March 2020, the trend really culminated in 2021. According to the U.S Bureau of Labor Statistics, approximately <a href="https://www.bls.gov/news.release/jolts.nr0.htm?utm_source=npr_newsletter&amp;utm_medium=email&amp;utm_content=20211018&amp;utm_term=5879628&amp;utm_campaign=money&amp;utm_id=4858467&amp;orgid=&amp;utm_att1=money"><strong>4.3 million American employees quit their jobs</strong></a> in August 2021, alone. That’s a staggering number which demonstrates that the Great Resignation has impacted just about every single industry.&nbsp;</p>



<p>Many experts believe the root of the Great Resignation was because the pandemic changed the way that employees view their lives and how their jobs tie into that. There seems to be a mixture of factors at play here that are driving so many to change their careers. Remote work, the pressures of childcare responsibilities, and location re-shuffling caused many to go soul-searching during the pandemic.&nbsp;</p>



<p>For working moms in particular, this meant <a href="https://vivvi.com/blog/employers/articles/retention-strategies-for-working-moms">leaving the workforce</a> to focus on childcare and caregiving duties. For others, the pandemic opened up opportunities to explore different career options. This inevitably added to the numerous unforeseen challenges that employers took on as they navigated their business through the pandemic.&nbsp;</p>



<p>This challenge continues to impact many businesses leaving many to wonder: will the Great Resignation be a persistent issue for years to come?&nbsp;</p>



<h2 class="wp-block-heading">The Latest Statistics: Is There Any End in Sight For Companies?</h2>



<p>Recent statistics show that there is still a battle ahead before the Great Resignation of 2021 can be considered over for employers. Whether this will take months or years is hard to know.&nbsp;</p>



<h3 class="wp-block-heading">The Great Resignation 2021 Statistics&nbsp;</h3>



<p>According to a <a href="https://fortune.com/2021/10/21/the-great-resignation-is-no-joke/?utm_source=email&amp;utm_medium=newsletter&amp;utm_campaign=ceo-daily&amp;utm_content=2021102211am&amp;tpcc=nlceodaily">Fortune survey</a>, CEOs are increasingly cognizent of how the Great Resignation will affect their business moving forward:</p>



<ul><li>73% of CEOs believe that the labor shortage will disrupt their business for the next 12 months</li><li>51% of CEOs are finding that retaining talent is among their top struggles and concerns</li><li>35% of businesses have had to change their benefits package to prevent employee turnover</li><li>70% of CEOs believe that pandemic-related factors will continue to impact retention rates in 2022</li><li>80% of companies are open to offering increased work from home (WFH) flexibility to increase employee engagement and satisfaction</li></ul>



<p>It is clear that employees are continuing to leave companies in record numbers; approximately <a href="https://www.cnbc.com/2021/11/12/a-record-4point4-million-people-quit-jobs-in-september-great-resignation.html"><strong>34.4 million are leaving their positions</strong></a> this year alone. Does this mean that this trend will continue for the year to come? There is no surefire way to accurately predict that answer right now, but there are steps that employers can take to boost retention levels.&nbsp;</p>



<h2 class="wp-block-heading">Companies Fighting Employee Turnover: Real-Life Examples</h2>



<p>As the Great Resignation weighs on the minds of employers across the U.S., it’s helpful to take a look at companies who have&nbsp; taken a head-on approach to rectifying employee turnover. The key to their success has been investing in the human aspect of work: adopting flexibility, acknowledging caregiving, and providing employees with choices.&nbsp;</p>



<p>Let’s take a look at real-life examples that companies are using to increase talent attraction and retention.&nbsp;</p>



<h3 class="wp-block-heading">Patagonia</h3>



<p><a href="https://www.patagonia.com/business-unusual/">Patagonia</a> is a company that has long been known for its shared passion to combat environmental issues. However, the stakeholders and leaders of this organization are equally as passionate about supporting its employees.&nbsp;</p>



<p>Family values are embedded in this company’s culture. All employees receive an extensive leave policy; mothers receive 16 weeks of leave, while fathers receive 12 weeks. Additionally, the company has been providing child care support to its employees since the 1980s.&nbsp;</p>



<p>This trend didn’t stop during the pandemic. The company ensured that employees were availing of their benefits program, had access to child care support, and were experiencing a healthy work-life balance.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">Carewell</h3>



<p><a href="https://www.carewell.com/our-story/">Carewell</a> reacted to the Great Resignation by implementing solutions that would create a better <a href="https://vivvi.com/blog/family/articles/hr-solutions-for-work-life-balance">work-life integration</a> for its employees in a bid to combat employee turnover.&nbsp;</p>



<p>The company did this by switching to a fully remote model and normalizing child care responsibilities. Employees are provided with flexible working arrangements so that they can adequately manage their home and work lives in a way that suits them best.&nbsp;</p>



<h3 class="wp-block-heading">Cleo</h3>



<p><a href="https://www.cleo.com/company/about-cleo">Cleo</a> is committed to minimizing the longstanding gap in employer-led support for working parents. They work with many global names such as Pepsi and Salesforce. Within their own company, they practice what they preach and did this successfully before and throughout the Great Resignation 2021.&nbsp;</p>



<p>Cleo embraced the reality of being a working parent at every level of their company and reacted by providing support in various ways. It offered flexible work culture, access to support services such as Headspace and UrbanSitter, and flexible paid time off (PTO). This company encouraged its leaders to act as role models for employees by utilizing the benefits program and encouraging time off.&nbsp;</p>



<p>Many employers will find that employees &#8211; especially working parents &#8211; are weighing the benefits that are being offered by companies very closely right now. In the fight against attrition, companies must refocus their efforts on implementing holistic benefits that adequately support all employees’ needs.&nbsp;</p>



<h2 class="wp-block-heading">Making It Work to Your Advantage: How Companies Can Retain High-Quality Talent in 2022</h2>



<p>According to a <a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/great-attrition-or-great-attraction-the-choice-is-yours">McKinsey report</a>, the pandemic changed the way that many people think about work. To attract and retain high-quality talent in 2022, your company needs to listen to the needs and wants of your employees.&nbsp;</p>



<p>In light of the Great Resignation 2021, these are the steps that all leaders should be undertaking when creating retention plans for their company:&nbsp;</p>



<h3 class="wp-block-heading">Provide Child Care Benefits that are Reflective of Working Parents Needs</h3>



<p>The Great Resignation became an issue for employers because working parents realized that their benefits package did not meet the pressure of their new reality. While these benefits may have been well-intentioned, they were either incomplete or a one-size-fits-all solution.</p>



<p>Companies should be offering benefits that fully encapsulate what it means to be a working parent &#8211; for existing and soon-to-be parents. That’s why benefit plans that feature robust employer-sponsored child care solutions, great family leave policies, and flexible work arrangements are highly sought after.&nbsp;</p>



<h3 class="wp-block-heading">Normalize Caregiving Responsibilities</h3>



<p>To attract talent after the Great Resignation of 2021, employers should normalize caregiving responsibilities. It’s no surprise that just about everyone you know had at least a few Zoom meetings in the last two years featuring surprise guests in the form of newborn babies or toddlers.&nbsp;</p>



<p>Many employees are also family members and need child care in order to work. That’s why normalizing caregiving will be a necessity to attracting and retaining high-quality talent.&nbsp;</p>



<h3 class="wp-block-heading">Focus on Work-Life Integration</h3>



<p>Leaders must now focus on building an environment that fosters work-life integration for employees. The term ‘work-life balance’ has become outdated and in fact, possibly never really existed. Employers must deliberately support work-life integration and aknowledge that for most employees, it’s impossible to seperate the two entities.</p>



<p>To support better work-life integration, companies should implement systems to help employees manage each of their personal and professional responsibilities in a seamless way. Allow employees to block time out of their day to help their kids with homework or attend a doctor’s appointment. Encourage employees to practice self-care by going for a walk or having a coffee break to decrease burnout levels.&nbsp;</p>



<p>To attract talent, companies must show that they are supportive of their employee as professionals <em>and</em> individuals. This is what the modern-day employee is looking for.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">Lead by Example: From the C-Suite Down</h3>



<p>Lastly, employees value leaders that go beyond just encouraging their staff to use benefits, but actually openly use benefits themselves. When C-suite leaders actively participate in benefit programs and support systems, this shows employees that these resources are important.&nbsp;</p>



<p>Leaders shouldn’t hesitate to take family or vacation leave when they need it. If your company offers a subscription to a wellness program, leaders should sign up and share their experience with your staff. Practicing what you preach shows new and existing employees that you embody your company values and culture.&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Helps Employers Retain Working Parents</h2>



<p>At Vivvi, we’ve been working with employers to support working parents where they are and when they need it most. Our flexible child care and early learning platform gives your employees the resources they need to achieve a healthy work-life integration.&nbsp;</p>



<p>Our <a href="https://vivvi.com/in-home">in-home</a>, on-campus, and <a href="https://vivvi.com/programs">on-site learning programs</a> give parents peace of mind knowing that their child is being looked after. This improves their productivity and engagement levels. Through our employer-sponsored child care solutions, your company can focus on what matters: creating a supportive company culture that attracts and retains high-quality talent.&nbsp;</p>



<p>For more information on how you can elevate your employer-sponsored child care services and family benefits, visit our <a href="https://vivvi.com/employers">employer page</a> or <a href="https://vivvi.com/contact">contact our team</a> today.</p>


The Great Resignation of 2021 saw millions of employees quitting their jobs. Can employers overcome this obstacle in 2022? Here’s how they can

Is The Great Resignation Nearly Over? | Vivvi

The Great Resignation: Is The End in Sight For Employers?


<p>Many CEOs and managers are currently faced with having to navigate a post-pandemic office that provides as much flexibility &#8211; if not more &#8211; than it did during the pandemic itself. Below, we will discuss how CEOs can navigate and provide flexibility in a modern workplace.&nbsp;</p>



<h2 class="wp-block-heading" id="being-flexible-a-true-mark-of-a-modern-leader">Being Flexible: A True Mark of a Modern Leader</h2>



<p>Is providing a hybrid work schedule a prerequisite for being labeled as a modern-day leader? Many working parents and companies are beginning to think so. As an employer, you’ll be aware that the pandemic provided numerous challenges when it came to supporting employees &#8211; especially working moms.&nbsp;</p>



<p>While many companies offered flexible working arrangements in the form of remote work options or ‘meeting free’ time blocks this year, there is no denying that the needs of these employees have changed forever. Especially where <a href="https://vivvi.com/blog/family/articles/blog-hybrid-work-changes-child-care-needs">child care needs</a> are concerned. </p>



<p>If your company wants to remain competitive when hiring great talent and wants to continue to satisfy the needs of existing employees, then you’ll need to adopt a company culture that is built around flexibility. Doing so will truly set you apart as being a modern and successful workplace.&nbsp;</p>



<h2 class="wp-block-heading" id="how-to-navigate-the-flexibility-request-ways-employers-can-stay-open-to-flexible-work-arrangements">How to Navigate The Flexibility Request: Ways Employers Can Stay Open to Flexible Work Arrangements</h2>



<p>The words of the day for many employees are <strong><em>flexible working arrangements</em></strong>. As a manager, having a working parent approach you and request flexible work schedules so they can also prioritize caregiving responsibilities may cause you to panic.&nbsp;</p>



<p>Before you contemplate how this will impact from a financial perspective, you need to be open to the opportunities it will provide for employee satisfaction and morale levels. According to Kevin Delaney, CEO, and Editor-in-Chief of Charter, “colleagues want to work with people who are happy and if you’re not addressing their needs, you are the gear in the clog that is holding them back.” If your employees are dissatisfied with the balance between their professional and personal lives, this can impact team morale which can result in employee turnover. </p>



<p>An increase in employee satisfaction will undoubtedly improve productivity levels and make your company more attractive to potential talent in the labor market. As a result of the ‘she-cession’, there is a high-quality pool of talented women that are looking to return to work. However, these women are only open to working for companies that provide <a href="https://hbr.org/2021/05/to-retain-women-u-s-companies-need-better-childcare-policies" target="_blank" rel="noreferrer noopener">sufficient childcare policies</a> and flexible work schedules.&nbsp;</p>



<p>So, what can you do as an employer when a working parent requests more flexibility in the company? Here are our top recommendations for staying open to the idea of flexible working arrangements:&nbsp;</p>



<h3 class="wp-block-heading" id="acknowledge-the-role-of-working-parents">Acknowledge The Role of Working Parents</h3>



<p>Firstly, it is important &#8211; regardless of the size or nature of your business &#8211; that you take a step back and acknowledge the role that working parents have been doing since the beginning of the pandemic.&nbsp;</p>



<p>These employees were placed in a very tough situation of having to be both an employee and child care provider while working remotely. For many, this led to increased levels of stress and burnout. It even attributed to a large percentage of working moms scaling back their hours or stepping off the career ladder entirely.&nbsp;</p>



<p>Many companies changed their policies around flexi-time during 2020 to allow parents and other caregivers to juggle all of their responsibilities. However, that isn’t to say that a return to the office will mark an end to this need for flexibility.&nbsp;</p>



<h3 class="wp-block-heading" id="agree-to-a-trial-period">Agree to a Trial Period&nbsp;</h3>



<p>Whether or not you made changes to flexibility arrangements during the pandemic, agree to run a trial period with your employee and measure the results. This will ensure that your employee feels like their needs are being heard while also allowing you to see what kind of a difference flexible working arrangements could make in your organization.&nbsp;</p>



<p>You must sit down with the employee in question and agree on how you will measure the success of this trial period. By running a trial period, you’ll be able to show employees that you are willing to be open to their needs. If it proves to work successfully and the working parent can continue to carry out their core job tasks while receiving a better work-life balance, it’s a win-win situation.</p>



<h3 class="wp-block-heading" id="reflect-on-existing-benefits-and-internal-processes">Reflect on Existing Benefits and Internal Processes&nbsp;</h3>



<p>&nbsp;If a working parent comes forward with a flexibility request, it may signify that other caregivers in the organization are having similar difficulties.&nbsp;</p>



<p>Generally, if that is the case, this is a great opportunity for you as an employer to reflect on where there may be any gaps in your company’s benefits program or internal processes. Ask yourself whether or not your internal communication procedures can be updated? Or whether your existing family leave policies adequately help working parents ramp up their work hours after returning from parental leave?&nbsp;</p>



<p>Many companies decided to <a href="https://vivvi.com/blog/employers/articles/supporting-working-parents-advice">work asynchronously</a> during the pandemic to make sure that working parents felt fully supported. Perhaps adopting this as part of a hybrid-work model would be of benefit to your employees?</p>



<h3 class="wp-block-heading" id="strategize-a-flexibility-plan-that-is-100-accessible">Strategize a Flexibility Plan That is 100% Accessible&nbsp;</h3>



<p>Lastly, any flexibility plan that you consider adopting as part of your organization should be 100% accessible to all employees. After all, flexible working arrangements will not just benefit working parents &#8211; many other employees will experience a better work-life balance as a result of flexibility opportunities.&nbsp;</p>



<p>Sizeable companies such as Starbucks have paved the way for ensuring that all employees receive universal benefits. While not every business will be able to provide the same level of flexibility as other industries (i.e. the tech industry that can work 100% remotely), there are other forms of flexibility that you can provide such as a four-day workweek.</p>



<p>Implementing flexible working arrangements in your company doesn’t have to come at a huge cost. You may find that not providing flexibility will come as an even greater expense when you’re no longer able to retain talented employees.&nbsp;</p>



<h2 class="wp-block-heading" id="the-case-for-flexibility-how-it-has-benefited-other-companies-around-the-world">The Case For Flexibility: How It Has Benefited Other Companies Around The World</h2>



<p>The idea of flexibility is no longer a novelty. Many companies have successfully adopted flexible working arrangements in various forms with varying degrees of success. In the case of a company called BELAY, its CEO believes that providing “job flexibility” allowed her employees to have more control over their work schedules while also improving mental health.&nbsp;</p>



<p>In a <a href="https://www.forbes.com/sites/melodywilding/2018/05/02/this-ceo-is-pioneering-a-new-approach-to-work-flexibility-and-supporting-mental-health/?sh=7257174fb9fd" target="_blank" rel="noreferrer noopener">Forbes interview</a>, BELAY CEO Shannon Miles said “When we are directing our time toward what we want, what’s most beneficial for ourselves overall, our mental, emotional and even physical well-being is improved.” When employees have more flexibility to structure their daily schedules, this will inevitably improve their overall satisfaction levels.&nbsp;</p>



<p>Similarly, in the case of Elvis, an agency in London, they believe that moving to flexible working hours in early 2020 is attributed to improved levels of productivity, happiness, and loyalty. While talking with <a href="https://www.adweek.com/agencies/how-embracing-work-flexibility-has-proven-absolutely-awesome-for-london-agency-elvis/" target="_blank" rel="noreferrer noopener">Adweek</a>, CEO Tanya Brookfield notes that flexible working arrangements have changed her team’s perception of what makes them tick as a company and on the office itself. “The office is no longer the place to go to sit on calls; it’s a place to actively meet and collaborate,” explains Brookfield.&nbsp;</p>



<p>Other firms also share the same thoughts with many agreeing with the viewpoints of Miles and Brookfield. Flexible working arrangements increase productivity as commuting is no longer needed. It also allows businesses to improve communication between teams and provides an opportunity for more women to partake in leadership roles.&nbsp;</p>



<p>Are you a smaller business? This doesn’t just apply to those big, fortune 500 companies. Even the smallest of startups can experience success by offering flexible benefits to their employees &#8211; especially their working parents.&nbsp;</p>



<h2 class="wp-block-heading" id="vivvi-supporting-employers-in-creating-hybrid-work-arrangements-for-employees">Vivvi: Supporting Employers in Creating Hybrid Work Arrangements For Employees</h2>



<p>Vivvi partners with employers of all sizes across the United States to provide high-quality and affordable employer-sponsored child care to working parents.&nbsp;</p>



<p>Our early learning child care solution is the perfect addition to any benefits program. It is designed to support your employees where they are &#8211; whether that is working remotely or in a hybrid work model. With Vivvi, your working parents can get access to world-class early childhood educators that offer extended hours and year-round schedules. This will allow your employees to experience next-level support as part of flexible working arrangements.&nbsp;</p>



<p>For more information on how Vivvi can support your company, visit our <a href="https://vivvi.com/in-home">employers’ page</a> today.</p>


Flexible working arrangements are becoming a regular request from working parents. This is why you as an employer should be open to flexibility. 

 Flexible Working Arrangements: The Sign Of a Modern Workplace | Vivvi

Providing Flexibility as a CEO: The Sign Of a Modern Leader


<p>As U.S. workers weigh going back into offices after a long period of working from home, there’s no doubt that employees want to return to an inclusive and parent-friendly workplace. But there are still obstacles in the way of creating a parent-friendly company culture for many businesses. Two things stand out in recent studies: ineffective policies that don’t cater to all employees and a clear lack of child care support.&nbsp;</p>



<p>Employers that are looking to offer existing and new talent a highly inclusive company culture should take into account the wide range of needs for all types of employees, including parents, and make changes to accommodate and offer support in a more inclusive way.&nbsp;</p>



<h2 class="wp-block-heading" id="many-us-companies-are-failing-to-be-truly-inclusive">Many US Companies Are Failing to Be Truly Inclusive.</h2>



<p>Many companies have increased their attention to diversity and inclusion in recent years, but there is still a lot of work to be done to build a truly parent-inclusive workplace. There’s overwhelming evidence to suggest that many companies aren’t doing enough to support caregivers in the workplace. There also seems to be a <a href="https://www.nbcnews.com/think/opinion/working-moms-face-employment-bias-combat-it-head-putting-mother-ncna1267659" target="_blank" rel="noreferrer noopener">bias towards one sector</a> of the labor market in particular: working moms.&nbsp;</p>



<p>New COVID variants have resulted in an uncertain return to the office and continued disruption for working parents and caregivers. As the threat of school and child care closures still loom on the horizon, these employees are continuing to bear the brunt of the pandemic.&nbsp;</p>



<p>Without implementing policies to support these employees, there will be further disruption to the labor market and your business. So what should companies be doing to support caregivers right now?&nbsp;</p>



<h3 class="wp-block-heading" id="the-motherhood-penalty">The Motherhood Penalty</h3>



<p>Traditional family leave policies and childcare benefits that companies offered before the pandemic are outdated or often biased towards working moms. It has become increasingly clear over the course of the pandemic that the benefits these employees receive are not flexible enough. Nor, do they provide the kind of leave policies that families and caregivers actually need.&nbsp;</p>



<p>Many employees have no paid leave at all; it is estimated that only <a href="https://nwlc.org/wp-content/uploads/2021/05/PaidLeaveFS.pdf" target="_blank" rel="noreferrer noopener"><strong>19% of employees</strong></a> currently have access to paid family leave.&nbsp;</p>



<p>Let’s look at working moms in particular. Many women fall victim to the ‘<a href="https://www.forbes.com/sites/shelleyzalis/2019/02/22/the-motherhood-penalty-why-were-losing-our-best-talent-to-caregiving/?sh=47fd6c8a46e5" target="_blank" rel="noreferrer noopener">motherhood penalty</a>’ which results in women having to scale back in their career or drop out of the labor market entirely after having a child. The reason behind this can vary, but in a lot of cases, it comes down to not having adequate access to child care and gender inequities in the workplace, especially when it comes to family leave policies.&nbsp;</p>



<p>The ‘motherhood penalty’ can set women back in their careers since not having adequate support as a working parent makes it harder for them to re-enter the workforce after having a baby and harder to participate in leadership roles. This is especially true for women of color.&nbsp;</p>



<h3 class="wp-block-heading" id="child-care-access-vs-family-leave">Child Care Access vs Family Leave&nbsp;</h3>



<p>Other ways that U.S. companies have been failing working parents is by providing either inadequate family leave policies or lack of access to childcare. Many in Washington are <a href="https://www.benefitnews.com/news/build-back-better-child-care-and-child-tax-credit-at-stake" target="_blank" rel="noreferrer noopener">advocating for more support for parents</a> through legislation, but until Congress can pass bills that truly benefit working families, employers need to step up to fill the void.</p>



<p>Successfully supporting working parents will only work when companies give them all the resources they need to carry out their jobs as employees and parents. This means ensuring that robust family leave policies, maternity re-entering plans, caregiving benefits, and <a href="https://vivvi.com/employers">employer-sponsored child care options</a> are in place.&nbsp;</p>



<p>Only then can your business be considered as starting to build a parent-friendly workplace.</p>



<h2 class="wp-block-heading" id="child-care-an-expense-or-an-investment">Child Care: An Expense or An Investment?&nbsp;</h2>



<p>For years, many employers all across the country saw providing benefits like access to affordable child care as an added expense to the company rather than as an investment.&nbsp;</p>



<p>Many working parents have had to subsidize child care themselves or rely on relatives to do it for them, because employers chose not to offer assistance due to the financial savings they could receive annually.&nbsp;</p>



<p>However, choosing not to provide child care support leads to an even bigger expense for companies. When you don’t provide these benefits to your employees &#8211; especially those that are caregivers &#8211; then you can expect to experience a high employee turnover.&nbsp;</p>



<p>Each employee that leaves comes with added administrative and hiring costs (not to mention the added pressure and stress that is being put on those employees that have to take on the extra workload until a replacement is found).&nbsp;</p>



<p>Another huge cost comes at the expense of the mental health of caregivers. The pandemic saw a huge increase in <a href="https://www.apa.org/news/press/releases/stress/2021/one-year-pandemic-stress-parents" target="_blank" rel="noreferrer noopener">working parents dealing with mental health issues</a> such as burnout, depression, and anxiety. A lot of this was brought on by feelings of isolation due to having a lack of access to child care services or caregiving support.&nbsp;</p>



<p>Rather than viewing child care support as an expense, companies should view this as one of the biggest investments that you make in your employees. In today’s employment market, there is a pool of highly qualified individuals that are seeking to work for companies that provide support to working parents. If you offer this, then you’ll have competitive leverage over other businesses in your industry.&nbsp;</p>



<p>Additionally, it will help you to retain your best talent and, in turn, your company’s productivity and satisfaction levels. As we all know, when our employees are happy and feel supported in their role, then they are more likely to be engaged and loyal to the company.&nbsp;</p>



<h2 class="wp-block-heading" id="how-to-create-an-inclusive-and-parent-friendly-workplace">How to Create An Inclusive and Parent-Friendly Workplace</h2>



<p>In conjunction with <a href="https://www.charterworks.com/working-parents-caregivers-playbook/" target="_blank" rel="noreferrer noopener">Charter</a>, Vivvi has put together a strategy on how companies can build a better future for working parents and an inclusive, parent-friendly workplace.</p>



<h3 class="wp-block-heading" id="flexibility">Flexibility&nbsp;</h3>



<p>Companies can no longer deny that flexibility has become the norm post-pandemic. Many working parents are advocating that their companies introduce <a href="https://vivvi.com/blog/employers/articles/blog-hybrid-work-changes-child-care-needs">flexible work arrangements</a> in the form of remote working options and job-sharing opportunities.&nbsp;</p>



<p>Unlike office life, caregiving responsibilities do not conform to the traditional ‘9-5.’ By creating a company culture that embraces flexibility, you can allow employees to carry out their core job roles while also prioritizing important caregiving responsibilities.&nbsp;</p>



<p>When companies introduce hybrid work models and give the option of working asynchronously, they ensure that all employees are able to meet their targets and deadlines while giving them the personal flexibility to care for their families and loved ones.&nbsp;</p>



<h3 class="wp-block-heading" id="benefits">Benefits&nbsp;</h3>



<p>While the U.S. government weighs whether to implement national mandates that are of benefit to working parents, companies should be willing to make permanent changes within their workplace that benefit all employees. That means offering generous family leave policies or child care support to help working parents to help them balance caregiving without losing income or falling behind in their careers.&nbsp;</p>



<p>Only until employers begin to offer robust and effective benefits that are inclusive of all caregivers will our country begin to see a true difference in building <a href="https://vivvi.com/blog/employers/articles/designing-workplaces-for-working-parents">parent-friendly workplaces</a>.&nbsp;</p>



<p>Companies should be intentional in the messaging they give to working parents. By encouraging new parents (including new fathers) to take the time that they need for their families, companies are creating a culture of understanding and empathy. Additionally, companies should make sure that any caregiver that is availing of paid leave is compensated fairly. Putting an end to pay cuts for those that take paid leave is one of the ways to make a true difference in your company.&nbsp;</p>



<h3 class="wp-block-heading" id="culture">Culture&nbsp;</h3>



<p>Lastly, make sure that you build a company culture that acknowledges, accepts, and praises caregiving. The role of a caregiver is not an easy one &#8211; regardless of whether it is minding a child or an ill loved one. A company that can truly recognize the roles that these employees do in both their professional and personal lives will be the most successful.</p>



<p>To accomplish this, all workplace policies and benefits need to clearly message this acceptance from the outset &#8211; from recruitment all the way through to annual performance reviews. To make a truly caregiver and parent-friendly workplace, implement the following:&nbsp;</p>



<ul><li>Job share opportunities</li><li>Employee resource groups&nbsp;</li><li>Transition support (especially for working moms <a href="https://vivvi.com/blog/family/articles/supporting-mothers-returning-to-work">returning from maternity leave</a>)</li><li>Flexi-time</li><li>Training programs for managers on how to avoid biases against caregivers</li></ul>



<h2 class="wp-block-heading" id="vivvi-helping-employers-become-more-inclusive-and-flexible">Vivvi: Helping Employers Become More Inclusive and Flexible&nbsp;</h2>



<p>At Vivvi, we are helping employers of all sizes drive change within their organizations to support the needs of working parents and caregivers. We partner with companies of all sizes to make high-quality full-time and backup care more accessible and affordable for your employees.&nbsp;<br>With flexible offerings and global coverage across campus, <a href="https://vivvi.com/in-home">in-home</a>, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are. <a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI of our employer-sponsored child care offerings.</p>


Wondering whether your business has a parent-friendly workplace? Read about how companies can build a better future for caregivers today

How to Build a Truly Parent-Friendly Workplace | Vivvi

Create a Better Future for Caregivers: Build a Parent-Friendly Workplace


<p>The pandemic changed the way that parents handle child care responsibilities. Hybrid work may do the exact same. As employees return to the office, it is guaranteed that working parents’ needs will have changed since managers last saw them in person. In this article, we will look at how parents can understand what their child care needs are now and how employers can support these needs best.&nbsp;</p>



<h2 class="wp-block-heading">Hybrid Work Models and Child Care: A New Way of Prioritizing Caregiving?</h2>



<p>With offices reopening, working parents are caught in the middle of wanting to return to the pre-pandemic life they knew and having to juggle childcare responsibilities. While hybrid work models will offer a welcome reprieve to many working parents, it also raises the question: <strong><em>What will our child care needs be in a post-pandemic world?</em></strong></p>



<p>The pandemic taught us that caring for family is a high priority for many employees in the United States. With options remaining unclear regarding daycare options and child care shortages continuing, many parents view returning to the office full-time as problematic. However, <a href="https://vivvi.com/blog/employers/articles/hybrid-work-model-strategies-for-working-parents">hybrid workplace arrangements</a> may give new meaning to what it means to be a working parent with caregiving responsibilities.&nbsp;</p>



<p>As we reach two years of the pandemic, the flexibility that many companies offered working parents to help them transition to remote work seems set to stay &#8211; but to what extent?&nbsp;</p>



<p>For hybrid work models to be successful, companies need to acknowledge that the pandemic changed the way that caregivers (especially those with young children) prioritize their responsibilities. After all, family will always come first.&nbsp;</p>



<h2 class="wp-block-heading">Working Parents Must Redefine Their Child Care Needs</h2>



<p>It is no surprise that the child care needs of many working parents will have changed since the last time that they were in the office. However, understanding and communicating these needs may not be as straightforward for these employees as you may think.&nbsp;</p>



<p>Just like the transition to working remotely, it will inevitably take time for working parents to fully understand how a hybrid work arrangement will impact how they manage childcare. However, once they do, employers must be ready to listen and act.&nbsp;</p>



<p>The pandemic made it necessary for employers to offer flexi-time so that working parents &#8211; especially working moms &#8211; could incorporate their work responsibilities into the hours that were not taken up with household duties and child care responsibilities. Even though many companies are <a href="https://vivvi.com/blog/articles/supporting-mothers-returning-to-work">returning to the office,</a> caring for children has changed dramatically.</p>



<p>Many parents will find that they need flexibility and more autonomy over where and when they work to achieve the <a href="https://vivvi.com/blog/family/articles/hr-solutions-for-work-life-balance">work-life balance</a> they seek. With that in mind, companies will need to have open conversations with their employees about how a hybrid work model will work best for their families. Reverting to the family policies that you offered below will not do &#8211; your employees need you to adapt to their changing caregiving needs.&nbsp;</p>



<h2 class="wp-block-heading">How Employers Should Be Supporting Working Parents in Hybrid Work Models</h2>



<p>Hybrid work arrangements might be the future of work and it will require trial and error before your company gets to a place where every single one of your employees is content. However, to make sure that your most effective employees are in a position to return to the office you must make one thing a priority: robust child care.</p>



<p>Assuming that the needs of working parents will be the same as they were before the pandemic will be a recipe for disaster. Instead, you need to look at how your <a href="https://vivvi.com/blog/articles/companies-invest-in-working-parents-back-to-office">company can support working parents better</a>. While we know that flexibility will be important to these employees, what other ways can employers be supporting working parents? Let’s take a look below.&nbsp;</p>



<h3 class="wp-block-heading">Offer Job Shares</h3>



<p>There are a lot of employees out there that can no longer stay in their current job capacity until there is a clearer picture of how child care support can be accessed. This is particularly true for those working moms who had to scale back on their working hours to accommodate homeschooling.&nbsp;</p>



<p>Offering job share roles as part of flexible working arrangements will allow many working parents to stay in the labor force in a capacity that makes sense for their family arrangements. This could be ideal for those working mothers that are looking to re-enter the workforce after the pandemic.&nbsp;</p>



<h3 class="wp-block-heading">Provide Robust Employer-Sponsored Child Care Solutions</h3>



<p>Back-up child care is going to be key to hybrid working models, especially as the child care industry is still experiencing shortages and closures across the country. Partnering with an affordable and high-quality child care provider will allow your employees to gain access to a “sticky” benefit which will double up in alleviating child care woes while boosting retention rates.&nbsp;</p>



<p>When employees know that there is a reliable provider that they can access on-site, on-campus, or <a href="https://vivvi.com/in-home">in-home</a> that offers a reputable early learning program, it boosts engagement, productivity, and loyalty levels.&nbsp;</p>



<h3 class="wp-block-heading">Continue to Enforce Boundaries and Set Expectations</h3>



<p>A return to the office doesn’t mean that your company should remove all the boundaries and expectations that you set in place during the pandemic. Instead, make these a core part of your hybrid work arrangement.&nbsp;</p>



<p>For example, if you set an expectation that every employee would receive a two-hour block each day that would be meeting free, continue this. Similarly, if you know that working parents may need to be offline for certain hours due to <a href="https://go.vivvi.com/caregiving-playbook">caregiving responsibilities </a>make sure that these boundaries continue to be communicated to relevant team members.&nbsp;</p>



<h3 class="wp-block-heading">Create Support Structures for Working Mothers</h3>



<p>As we all know, working mothers were hit hardest during the pandemic and there are still questions over how easily these employees will be able to return to the workplace. Companies will need to do more to make sure that a hybrid office is inclusive and supportive of working moms.&nbsp;</p>



<p>That means designing support programs that are geared towards building a sense of community and offering peer-to-peer advice will be vital as part of hybrid work. Providing child care support is one thing but if you aren’t providing support structures for working mothers themselves then your company will struggle to keep them as employees.&nbsp;</p>



<h2 class="wp-block-heading">Vivvi: Helping Employers Support Working Parents in Hybrid Work Arrangements&nbsp;</h2>



<p>Vivvi partners with employers of all sizes to provide their employees with access to high-quality, backup childcare when they need it most. To be there for your employees in a hybrid work environment, our flexible offerings can be accessed in one of our campuses, in-home, on-site, or via virtual care.&nbsp;</p>



<p>Our team of experienced early childhood educators give working parents peace of mind as they transition between the office and working from home. Visit our <a href="https://vivvi.com/employers">employers page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours all over the United States.&nbsp;</p>


Hybrid work arrangements have the potential to address the child care needs of working parents. Here is what employers and employees must do.

Hybrid Work Is Changing Working Parents Child Care Needs | Vivvi

Reimagining Child Care: Hybrid Work Will Change Working Parents Needs


<p>It is no secret that working mothers are one of the most hardworking yet overlooked groups in the US labor market. Throughout history, working moms have faced many struggles and obstacles as they progressed up the career ladder. However, some of those struggles haven’t been eradicated and still exist to this day.&nbsp;</p>



<p>Below, we’ll be discussing what struggles working parents &#8211; especially mothers &#8211; are facing in the current work-from-home (WFH) environment. We will also talk about how employers and managers can support working moms regardless of whether they are <a href="https://vivvi.com/blog/articles/supporting-mothers-returning-to-work">returning to a hybrid office</a> or will be working remotely for good.&nbsp;</p>



<h2 class="wp-block-heading">What Struggles Are Women Facing at Work Today?&nbsp;</h2>



<p>We’ve spoken at length about how the pandemic led to a ‘she-cession’ and <a href="https://vivvi.com/blog/employers/articles/companies-supporting-working-mothers-after-covid">the strategies that companies have taken</a> to overcome this. The last nineteen months have been particularly hard on working mothers. Yet, these women have been facing ongoing struggles that the pandemic either exacerbated or didn’t cause in the first place.&nbsp;</p>



<p>McKinsey’s <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">Women in the Workplace 2021 report</a> notes that strides have been made in terms of the representation of women in senior leadership positions since the pandemic began. However, there is still a lot of work to be done to adjust the workplace culture&nbsp; for working moms.&nbsp;</p>



<p>Not only do these employees have to manage child care responsibilities but they’re also facing struggles related to gender economic inequality, lack of diversity, and lack of visibility when working from home. Let’s take a deeper look at each of these struggles below.&nbsp;</p>



<h3 class="wp-block-heading">Lack of Diversity and Inclusion</h3>



<p>For many years, there has been a clear lack of representation of women in senior leadership positions. Although more women are partaking in C-suite level positions, the majority of these positions continue to be given to white men. And for those women that are addressing diversity and inclusion issues in the workplace, this work is largely going unrecognized.&nbsp;</p>



<p>Some of the core issues being faced by women, especially women of color, in the workplace could be resolved by ensuring that workplaces are more diverse and inclusive.&nbsp;</p>



<p>For example, many women of color feel that their ideas and opinions are often overlooked or ignored. Similarly, working moms find that they are promoted more slowly or are given lower-priority projects than their male counterparts. According to the Women in the Workplace 2021 report, for every 100 men promoted to manager level, only 86 women are given the same opportunity.&nbsp;</p>



<p>By supporting women in their career progression and having a diverse company hierarchy, your company can create a workplace that is truly inclusive &#8211; regardless of <a href="https://vivvi.com/blog/articles/teaching-children-about-race">race or gender</a>.&nbsp;</p>



<h3 class="wp-block-heading">Pay Gap</h3>



<p>It is no surprise that women &#8211; especially women of color &#8211; are still earning less than their male counterparts. Progress in bridging the pay gap has stalled and many women are currently facing a future of living below the poverty line when they retire.&nbsp;</p>



<p>According to a <a href="https://www.payscale.com/compensation-trends/the-gender-pay-gap-is-real-to-close-it-pay-equity-needs-to-be-a-continuous-practice/#:~:text=Women%20Are%20Valued%20Less%20than,average%20regardless%20of%20job%20title.">Payscale report</a>, for every $1 earned by a man, women earn $0.82. Although the pay gap has improved in the last forty years, it is estimated by the <a href="https://www.weforum.org/reports/ab6795a1-960c-42b2-b3d5-587eccda6023">World Economic Forum</a> that it will take an <strong>additional 36 years to close the pay gap globally</strong> as a result of the pandemic. Until then, this is yet another obstacle that many working moms have to face.&nbsp;</p>



<h3 class="wp-block-heading">Lack of Visibility while WFH</h3>



<p>The world of WFH has brought with it some advantages (fewer hours spent commuting) and disadvantages. A new issue that many women have been noticing since the beginning of the pandemic is that working remotely can make them feel less visible in the workplace.&nbsp;</p>



<p>Already underrepresented in the workplace, combining this with online communication can cause many women to feel that it is even harder for their ideas and voices to be heard. Working moms already had difficulties ensuring that they stayed visible when in the office, these concerns are only growing as working from home continues.&nbsp;</p>



<h2 class="wp-block-heading">Advice for Employers: How You Should Be Supporting Working Moms</h2>



<p>For working moms to stay visible and supported in a new workplace environment that will largely take place online, there are several steps that companies must take. Managers across all levels should be doing what they can to ensure that working moms have the resources and support they need to stay competitive in the labor market.</p>



<p>In terms of diversity and inclusion, companies should avoid <em>mommy tracking </em>and should have open dialogues with women about how they can navigate their careers while being a parent. Too many times women are left out of opportunities purely for the fact that they have children. Instead, employers should support women on their motherhood journey while also giving them the opportunities they need to grow professionally.</p>



<p>Many women experience gender economic inequality because they must prioritize childcare responsibilities. This means choosing jobs that are part-time and less demanding so that they can also be there for their children. By offering accessible and affordable employer-sponsored childcare, companies can make sure that women never have to choose between their family and their career.&nbsp;</p>



<p>Lastly, each employer must allow all employees to have the space they need to stay visible in the workplace even when working from home. Whether that is through one-on-one meetings or weekly check-ins, reinforcing the importance of communication to your managers and employees will be key to making working moms feel seen.&nbsp;</p>



<h2 class="wp-block-heading">The Future of Women in the Workplace</h2>



<p>If we have learnt anything from the pandemic it is that working mothers need a workplace that is flexible and supportive of their role as parents. Many women are currently at the brink of burnout as they juggle their careers, homeschooling, and household duties. Without <a href="https://vivvi.com/blog/employers/articles/working-parents-flexible-work-arrangements">flexible work arrangements</a>, the future of this labor market sector will continue to hang in the balance.&nbsp;</p>



<p>The last year has taught many working parents that work-life balance will be a priority from now on. These employees are looking to work for companies that provide flexi-time, maternity leave support, and robust family leave policies. Companies will find it hard to <a href="https://vivvi.com/blog/employers/articles/retention-strategies-for-working-moms">retain working moms</a> without putting these measures in place.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</p>



<p>Women have always had a bright future in the workplace on the condition that their company actively supports them. Employers must act now to create a company culture that is truly parent-inclusive. If you choose not to prioritize efforts that support working moms then you are not only failing to improve their workplace struggles &#8211; you are contributing to them.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Supports Employers and Their Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make full-time, high-quality <a href="https://vivvi.com/blog/articles/child-care-working-mothers-covid-19">child care more</a> accessible and affordable for working parents.&nbsp;</p>



<p>Our team of experienced early childhood educators can work with you to provide next-level child care solutions across our campuses, <a href="https://vivvi.com/in-home">in-home</a>, in-office, or via virtual care. As an employer-sponsored child care provider, the Vivvi team meets the needs of your business and your working mothers &#8211; where you are and when you need it most.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits of offering employer-sponsored child care solutions to your working parents.&nbsp;</p>


Working moms have always had struggles in the workplace but the WFH culture is presenting more. This is how employers should support working moms. 

The WFH Struggles That Working Moms Are Facing Right Now | Vivvi

Women at Work: Staying Visible While WFH and Other Struggles


<p>It is fair to say that not every workplace can be described as “parent-inclusive”. Companies need to make changes to their workplace to ensure it is fully welcoming of all employees &#8211; those with children and those without. Below, we look at the main questions that companies should ask themselves when designing a more inclusive workplace for caregivers.&nbsp;</p>



<h2 class="wp-block-heading">Is Your Workplace Truly Parent-Inclusive?</h2>



<p>The pandemic showed many employers that company policies and workplaces aren’t always suited to caregiving employees. Your company may already have a dedicated employee resource group (ERG) or a lactation room for working moms, but a parent-inclusive workplace involves much more than this.&nbsp;</p>



<p>Working parents are struggling and this isn’t a new issue. Before the pandemic, the high cost of childcare meant that many parents were unable to gain access to these services in the first place. Introduce the closure of schools, stay-at-home orders, remote work, and social distancing and you have millions of parents wondering how they were going to juggle their responsibilities.&nbsp;</p>



<p>According to a <a href="https://www.catalyst.org/research/impact-covid-working-parents/">Catalyst survey</a>, <strong><em>41% of working parents</em></strong> in the last year feared they would be penalized for having childcare responsibilities. While an astonishing 39% were <strong><em>afraid to take advantage of company benefits</em></strong> in case they got terminated for doing so. These statistics show that not every working parent feels that their place of work is truly supportive of their needs.&nbsp;</p>



<p>For companies to be able to retain working parents as they return to the office, big conversations need to happen internally. Leaders must analyze their current workplace and identify areas for improvement. This means listening to your employees about what policies and resources they need to feel supported.&nbsp;</p>



<h2 class="wp-block-heading">Top Areas Leaders Should Be Addressing When Designing Workplace Culture</h2>



<p>A hybrid working environment that is supportive of its working parents should focus on three core areas: flexibility, benefits, and workplace culture. Previously, we’ve spoken about successful <a href="https://vivvi.com/blog/articles/parent-inclusive-workplace-strategies">parent-inclusive workplace strategies </a>that companies can implement. Yet, before that happens you must understand how to identify what needs to change within your organization.&nbsp;</p>



<p>So, how do you go about doing that? Let’s have a look at the top questions that need to be considered when it comes to workplace culture and design. </p>



<h3 class="wp-block-heading">Flexibility</h3>



<p>Working parents need flexibility now more than ever before &#8211; and they aren’t afraid to go looking for it. Many employees are demanding that <a href="https://vivvi.com/blog/employers/articles/working-parents-flexible-work-arrangements">flexible work arrangements</a> become a core element of company culture. Having the ability to work remotely and on flexible schedules gives employees greater control over their work-life balance.&nbsp;</p>



<p>The answers to these questions can help you understand whether you are truly offering working parents flexibility in their jobs:&nbsp;</p>



<ul><li>How does your company define flexibility for working parents (e.g. flex days, hybrid work options, asynchronous work)?</li><li>Are there roles on your team that can be done part-time? Are there opportunities for job shares or returnships?</li><li>How do managers at your company protect the time of part-time workers or those that have childcare responsibilities?</li><li>Are your policies surrounding flexibility communicated clearly and consistently to all of your employees?&nbsp;</li></ul>



<p>Many companies adapted to offering flexible options during the pandemic, but that isn’t to say these options will be suitable for the needs of working parents in the long run. As your company returns to the office, this is one area that will need to be addressed.&nbsp;</p>



<h3 class="wp-block-heading">Benefits</h3>



<p>Long gone are the days when benefit packages that included comprehensive health insurance and vacation policies were enough. Designing a parent-inclusive workplace means offering benefits that support the lives of working parents and their families, such as employer-sponsored child care.&nbsp;</p>



<p>Ask yourself these questions when determining whether your benefit package is parent-inclusive:&nbsp;</p>



<ul><li>Are child care benefits, paid family leave, mental health support, and coaching offered as part of an existing benefits program?</li><li>How do you define which employees are eligible for paid family leave? Does your current policy include fathers, adoptive parents or caregivers with adult dependents?&nbsp;</li><li>How much are the working parents in your company currently paying for child care services?&nbsp;</li><li>What are the pre-existing child care arrangements that your employees are accessing? Are there gaps in their needs?&nbsp;</li><li>How do your managers and leaders respond when an employee’s child care arrangements fall through?</li><li>Are your employees being educated on what benefits they have available to them and how to use them?&nbsp;</li></ul>



<h3 class="wp-block-heading">Culture</h3>



<p>Lastly, leaders need to view their company’s workplace culture through the lens of a working parent. Do you nurture your employees that have caregiving responsibilities? Do you support them on their parenthood journey?&nbsp;</p>



<p>While all employers would like to think that they do, this isn’t always the case. In fact, many working moms believe they are viewed differently in the workplace because they also have the role of “parent”.&nbsp;</p>



<figure class="wp-block-image"><img decoding="async" src="https://lh5.googleusercontent.com/k2NA-kCvP3_6128U-e80Y_yndH-NeqpIwGQRvdsJdEIwfxBWAMnf4YLNlBwPg3P2JNtwbLQFvrNgscGRaIH02zM5daYknhsOUXYIooQxBMDZMNO9zkMYhxYAl23k68y3i7zt5cvU=s0" alt=""/></figure>



<p>When creating a hybrid working environment, and in an effort to retain working mothers, leaders must build an environment that supports and celebrates caregivers during their careers. To understand how your company can do this better, ask the following questions:&nbsp;</p>



<ul><li>Do your open roles accommodate the needs of working parents and caregivers?</li><li>Do you provide new employees with comprehensive information about the benefits and flexibility policies that your company offers?</li><li>Are leaders in the company open and transparent about their own child care responsibilities?</li><li>Do your managers receive training to combat caregiving and working parent bias?</li><li>How do the company’s performance reviews account for caregiving responsibilities?</li><li>How do you support employees returning from maternity and parental leave?</li></ul>



<p>Understanding where there are gaps in your company culture will not only allow you to design a workplace that is inclusive of working parents but it will have a direct impact on productivity and engagement levels.&nbsp;</p>



<h2 class="wp-block-heading">Building a Parent-Friendly Workplace: Get Working Parents Involved</h2>



<p>Designing a workplace that supports the needs of working parents should not be carried out solely by C-suite level executives or department managers. Get involvement from your employees and ask them how they would like to see change enacted in the workplace.&nbsp;</p>



<p>By creating a <a href="https://vivvi.com/blog/articles/employee-survey-for-working-parents">working parent employee survey</a>, you can get to the heart of your employees’ pain points regarding their caregiving responsibilities and design a workplace that is inclusive of their needs. Whether that involves flexible schedules, a more robust parental leave policy, or mentoring programs for those returning from maternity leave.&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Can Support Working Parents</h2>



<p>At Vivvi, we partner with employers of all sizes to make exceptional employer-sponsored child care more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;<a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


Parent-inclusive workplaces need to celebrate caregivers effectively. Ask yourself these questions when designing a workplace for working parents. 

Designing a Supportive Workplace for Working Parents | Vivvi

How to Design a Workplace For Working Parents


<p>In recent years, many working parents have found that the traditional 9 &#8211; 5 workday structure made it difficult for them to be the parent they’d like to be. While the pandemic gave these employees some more flexibility, it also highlighted the fact that this sector of the labor force needed to spend an average of <a href="https://www.bcg.com/publications/2020/helping-working-parents-ease-the-burden-of-covid-19"><strong>27 hours per week</strong></a> extra on child care responsibilities since March 2020.&nbsp;</p>



<p>As companies are now beginning to adopt <a href="https://vivvi.com/blog/family/articles/hybrid-work-model-strategies-for-working-parents">hybrid work models</a>, managers need to understand the best strategies to use when supporting working parents. Below, we provide our top recommendations for managers to keep in mind as employees return to the office.&nbsp;</p>



<h2 class="wp-block-heading">The State of Caregiving: How Will It Change After the Pandemic?</h2>



<p>There has always been an underlying child care crisis in the United States even before the pandemic came into our lives. However, what has transpired since will make this crisis impossible to ignore from a business perspective.&nbsp;</p>



<p>Last year saw many child care centers shutting their doors due to not having sufficient support. This, in turn, means that there are fewer resources available for working parents to avail of upon a return to the office. This lack of support for child care services saw millions of working moms having to severely reduce their working hours or leave the workforce entirely &#8211; leading to what is now being coined as the ‘<a href="https://vivvi.com/blog/employers/articles/retention-strategies-for-working-moms">she-cession</a>’.&nbsp;</p>



<p>Although many working parents are not strangers to the barriers of access to affordable childcare, there may be more challenges ahead. If the caregiving journey continues as it has been during the last year and a half, working parents are facing two scenarios:&nbsp;</p>



<p>1. An inability to return to the labor market if companies don’t ensure that flexible work arrangements aren’t part of the roadmap for returning to the office.&nbsp;</p>



<p>2. <a href="https://vivvi.com/blog/family/articles/__working_parents_survey">Increased burnout levels</a> as a result of having to juggle both a career and child care without adequate company support.&nbsp;</p>



<p>Right now, the child care crisis is at a crossroads. While the United States government has given its word to provide federal support to encourage the reopening of child care centers, this type of investment is not enough.&nbsp;</p>



<p>The real change lies within the hands of company leaders and managers. Without the backing and support of their company, working parents will be unable to fulfill their responsibilities as a parent and an employee.&nbsp;</p>



<h2 class="wp-block-heading">Embracing Hybrid Models: How Managers Can Best Support Working Parents</h2>



<p>So, how can workplace leaders and managers ensure that all of their employees are supported as part of a hybrid work model? In the case of working parents, the answer is clear: flexibility needs to be preserved and it needs to be deliberate.&nbsp;</p>



<p>Below are some of Vivvi’s top recommended actions that managers take when supporting working parents.&nbsp;</p>



<h3 class="wp-block-heading">Encourage Working Asynchronously&nbsp;</h3>



<p>Unfortunately for working parents, child care does not conform to the set office hours many of us are accustomed to. As we saw during the pandemic, many companies offered employees flexible working hours so that they could easily accomplish their work responsibilities while helping their children with online schooling. Why should this stop once a return to the office is on the cards?</p>



<p>Many employees were able to successfully prove that they didn’t need to be online at the same time as their co-workers to get their tasks completed. As part of a hybrid work model, this idea of giving employees more flexibility around deciding how they structure their workday should be a benefit offered to all.&nbsp;</p>



<p>The best way for managers to enforce this is by setting core coordination hours. During these hours, all employees must be online to facilitate meetings or for collaboration. Outside of these hours, employees have the option to work to a schedule that suits them best.&nbsp;&nbsp;</p>



<p>Not only will working asynchronously greatly benefit those with child care responsibilities, but it may also have a positive impact on retention levels.&nbsp;</p>



<h3 class="wp-block-heading">Reinvent Internal Communications</h3>



<p>In the past, it was normal to organize internal team meetings to discuss updates to projects or other important company news. However, not all of these updates need to take place over a virtual meeting link.&nbsp;</p>



<p>Managers should reinvent their team’s internal communications strategy by looking at which forms of communication can be assigned to email, Slack (or equivalent platform), and document sharing. Reducing the need for in-person or virtual meetings unless necessary allows working parents to make time for both caregiving responsibilities and focused work hours.&nbsp;</p>



<h3 class="wp-block-heading">Offer Part-Time Schedules</h3>



<p>The pandemic caused many working parents to experience burnout to the extent that these employees &#8211; particularly working mothers &#8211; are considering scaling back their careers and working part-time to facilitate balancing work and family.&nbsp;</p>



<p>In response to this, many companies are offering formal part-time options that working parents can take advantage of. However, without the right support from management, this could potentially pose more challenges than first thought.&nbsp;</p>



<p>Choosing to work part-time should not reflect badly on the employee’s abilities or their loyalty to the company. As a manager, you must continue to treat your part-time employees as you did when they worked full-time. That means:&nbsp;</p>



<ul><li>Offering them the same types of projects and giving them the same level of responsibility</li><li>Work with them to create focused priorities and expectations around their work hours</li><li>Ensure that the benefits offered to these employees are not curtailed due to the change in their work hours (especially concerning family leave policies)</li></ul>



<p>It is the responsibility of managers to make sure that part-time working parents are valued and respected just as much as full-time employees.&nbsp;</p>



<h3 class="wp-block-heading">Redesign Roles as Job Shares</h3>



<p>As employees<a href="https://vivvi.com/blog/articles/companies-invest-in-working-parents-back-to-office"> return to the office</a>, company leaders must be open to the idea of other forms of flexible work arrangements such as <a href="https://hbr.org/2013/09/how-to-make-a-job-sharing-situation-work">job share roles</a>. Restructuring a full-time role into two part-time roles opens up the opportunity for caregivers to partake in a career that they are passionate about and qualified for on a schedule that suits their needs.&nbsp;</p>



<p>Additionally, many companies are now looking at offering return to work programs to those working parents who had to take a career break to look after their children. These flexible work arrangements allow these employees to gain valuable experience as they transition back into the workforce.&nbsp;</p>



<h3 class="wp-block-heading">Provide Employer-Sponsored Child Care Services as Back-up Care</h3>



<p>Along with flexible work arrangements, company leaders should be prepared to assist working parents in accessing affordable child care services. Through an <a href="https://vivvi.com/employers">employer-sponsored child care</a> benefit program, employees can avail of backup child care when they need it most.&nbsp;</p>



<p>Whether that is offered via an on-site center, a partnership with a child care provider, or <a href="https://vivvi.com/in-home">in-home</a>, this will allow working parents to rely on these backup child care services if an issue arises. As a manager, you must be educating team members on how they can avail of these benefits when they need child care support.&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Can Support Your Company’s Working Parents&nbsp;</h2>



<p>Vivvi partners with employers of all sizes across the United States to provide high-quality and affordable backup child care support to working parents.&nbsp;</p>



<p>Our early learning child care solution is designed to support your employees where they are. With Vivvi, your working parents can get access to world-class early childhood educators that offer extended hours and year-round schedules. For more information on how Vivvi can support your company, visit our <a href="https://vivvi.com/in-home">employers’ page</a> today.&nbsp;</p>


Managers play a significant role in retaining working parents. Read our top advice that managers can use when rolling out hybrid work models. 

This is How Managers Can Support Working Parents | Vivvi

Embracing Flexible Work Arrangements: Top Advice For Managers


<p>Working parents are the backbone of the labor market. For that reason, as ‘return to the office’ plans are put into motion, employers should be making sure that they align with the expectations of these employees. Based on <a href="https://vivvi.com/blog/family/articles/__working_parents_survey">Vivvi&#8217;s recent survey</a>, Employers’ failure to help their working parents could have huge implications for their workforce. Below, we will look at how employers can adapt to a hybrid work model that supports working parents.&nbsp;</p>



<h2 class="wp-block-heading">Working Parents Are Advocating For Themselves. Here’s What They Want</h2>



<p>Companies have been emphasizing the phrase <strong><em>hybrid work model</em></strong><strong> </strong>in many conversations surrounding a return to the office over the last few months. As part of envisioning a new workplace culture going forward, offering flexible working arrangements seems to be a trend that many businesses want to be part of.&nbsp;</p>



<p>Yet, what exactly is the definition of a ‘hybrid work model’? And is every company using the same definition? These are some of the questions that working parents are looking to have answered as it is these employees that will benefit from this working model the most.&nbsp;</p>



<p>As we’ve mentioned previously, working parents were hit hard during the pandemic. The closure of child care centers and schools presented parents with unforeseen challenges when it came to remote work. This sector of the labor market also felt the most vulnerable in terms of ensuring that they kept a stable income so they could provide for their families.&nbsp;</p>



<p>However, as the pandemic continued, working parents realized that the arrangements they had prior no longer suited the lifestyle they always had. As a result of this, working parents are advocating for the changes they would like to see their companies adapt so that they can be supported better in the future. It’s the responsibility of employers to make sure they are up to the task of responding to these needs correctly.&nbsp;</p>



<p>What changes are working parents advocating for? As companies begin to reopen offices, working parents &#8211; <a href="https://vivvi.com/blog/retention-strategies-for-working-moms">especially work-from-home moms&nbsp; </a>&#8211; are mainly looking for: <a href="https://vivvi.com/blog/employers/articles/working-parents-flexible-work-arrangements">flexible work arrangements</a> that support work-life balance.&nbsp;</p>



<h2 class="wp-block-heading">Company Strategies to Support Working Parents Return to the Office&nbsp;</h2>



<p>As <a href="https://vivvi.com/blog/articles/4-strategies-for-employers-support-working-families">companies strategize ways</a> to ensure that all of their employees feel supported amid a return to the office, they need to approach the hybrid work model with working parents in mind. A recent study by <a href="https://www.pwc.com/us/en/library/covid-19/us-remote-work-survey.html">PwC</a> has suggested that up to <strong>55% of employees would prefer to be remote</strong> at least three days a week<strong>. </strong>The very same survey found that 79% of employees were able to manage family-related matters more effectively while working from home.&nbsp;</p>



<p>&nbsp;Up until now, the return to the office has largely been driven by company executives &#8211; not employees &#8211; wanting to maintain a strong company culture. However, the remote work model has proven very successful both in terms of employee productivity and engagement.</p>



<p>While a return to the office is inevitable, if not already happening, employers can no longer ignore the fact that the pre-COVID 19 workplace was not flexible enough for working parents. It is risky to presume that what worked in the past will work now for employees. Employers need to give&nbsp; employees a voice in deciding on&nbsp; working arrangements.</p>



<h3 class="wp-block-heading">1. Prevent Communication Barriers</h3>



<p>Understandably, some of your employees may request that they work remotely on certain days of the week to accommodate picking their child up from child care or so that they can prioritize a family matter over commuting. This isn’t&nbsp; a weakened commitment to the company, they purely need to make their working schedule fit their life circumstances.</p>



<p>As you adopt a hybrid approach to returning to the workplace, you may have two teams at all times: one that is remote and one that’s on-site. Although shifting everyone to online meetings in the last year was relatively easy, now you will need to put systems in place to make sure that those employees working from home are not left feeling on the “outside.”</p>



<p>Putting simple measures in place such as implementing wall-mounted monitors in conference rooms for all video calls and keeping all communications via email can prevent any communication barriers. This will allow working parents to always feel part of the team even if they are not physically in the office.&nbsp;</p>



<h3 class="wp-block-heading">2. Respect Boundaries and Set Expectations</h3>



<p><a href="https://vivvi.com/blog/articles/top-employers-for-working-parents">The pandemic did open the eyes of many employers</a> to the fact that their employees aren’t just simply an employee &#8211; they are also mothers, fathers, and caregivers. For this reason, many<a href="https://vivvi.com/blog/articles/why-employers-should-support-working-mothers"> companies enforced work/life boundaries</a> by using various online scheduling mechanisms.&nbsp;</p>



<p>Allowing your employees to block “private” time in their work schedules or to determine when they were free for work requests meant that they could organize their work schedules around family obligations. This flexibility meant that parents could not only complete their work tasks but also keep up with their family responsibilities too.&nbsp;</p>



<p>Hybrid work models should offer a flexitime option to support how working parents manage their family obligations. Many companies find that implementing core hours where all employees must be online or available for meetings allows employees to have more of a say in how they allocate their time each day.&nbsp;</p>



<p>Employers should implement this strategy with the expectation that both executives and employees respect it.&nbsp;</p>



<h3 class="wp-block-heading">3. Provide Learning and Development Opportunities</h3>



<p>All employees, especially working parents, appreciate when a company invests in their career growth from a training and development perspective. This is not going to change anytime soon. Employers should look at leveraging the fact that their employees will be working part-time from home by investing in online training opportunities.&nbsp;</p>



<p>Online training programs that allow employees to watch training videos and participate in online discussion boards in their own time are being seen as vital offerings as part of employee benefit programs. Not only can employers keep track of their employees progress, but it also means that when your employees are in the office this time can always be kept for in-person meetings and conversations.&nbsp;</p>



<p>As the workplace evolves, this will inevitably require the skills of your employees to evolve too. Offering robust learning and development opportunities as part of a hybrid work model will ensure that all employees are given the chance to excel in their jobs.&nbsp;</p>



<h3 class="wp-block-heading">4. Train Managers Effectively</h3>



<p>A successful hybrid work model that adequately supports working parents will largely depend on how effective your company’s department managers are. Gone are the days when managers can always count on coordinating with their teams on-site. While your management team would have got a taste of what it takes to manage remote workers during the pandemic through a trial by fire, managing a hybrid workforce will require a new style of management.</p>



<p>It is the responsibility of C-suite executives to make sure that department managers have received the training that they need to lead both on-site and remotely at the same time. Smaller moments of connection will be much more impactful to working parents in a hybrid workplace. These employees will be looking for more frequent check-ins and progress reports from their managers.&nbsp;</p>



<p>Due to this, companies should make sure that managers are effectively skilled in more nuanced aspects of management such as providing feedback and being empathetic.&nbsp;</p>



<h2 class="wp-block-heading">Embracing the Hybrid Work Model: Why It Will Benefit Both Employees and the Company</h2>



<p>Many agree that the hybrid approach to returning to the office will level the playing field for working parents. Being provided with flexible work arrangements alongside other benefits such as learning opportunities and <a href="https://vivvi.com/blog/employers/articles/child-care-support-improves-employee-engagement">corporate-sponsored child care solutions</a> will undoubtedly benefit all parties involved.&nbsp;</p>



<p>Flexible work supports a truer representation of what work/life balance should be. As working parents will no longer feel like they have to balance it all, it will lead to several benefits for both companies and the employee such as:&nbsp;</p>



<ul><li>Increased productivity levels</li><li>Better collaboration and workplace relationships</li><li>Improved employer-employee trust</li><li>Increased employee retention levels</li></ul>



<p>Although<a href="https://vivvi.com/blog/articles/reentering-the-workplace-issues"> there will be some challenges</a> that will need to be met while initially returning to the office in a hybrid capacity, ensuring that all of your employees &#8211; especially working parents &#8211; have what they need in order to manage all aspects of their lives effectively will always be a smart business choice in the long run.</p>



<h2 class="wp-block-heading">Vivvi: Working with Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup child care more accessible and affordable. As your company transitions back to the office, we can work with you to provide flexible <a href="https://vivvi.com/blog/articles/working-parents-child-care">corporate-sponsored child care solutions </a>across our campuses, in-home, in-office, and via virtual care. As an early learning child care provider, our team meets the needs of your business and your employees where you are.&nbsp;<br><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


Everyone is talking about the hybrid work model, especially working parents. Learn how to implement a hybrid approach that supports all employees. 

How to Build the Hybrid Work Model Working Parents Need | Vivvi

How to Build a Hybrid Work Model That Works for Parents


<p>Following the pandemic, many working mothers are now in a position where they can potentially return to the office and the workforce. However, the challenges facing working parents aren’t over. Below, we discuss the true impacts of the ‘she-cession’ and how companies need to adapt to ensure that working mothers don’t get left behind once again.&nbsp;</p>



<h2 class="wp-block-heading">The ‘She-Cession’: Is It Truly Over?&nbsp;</h2>



<p>The pandemic saw millions of women across America downsizing their careers or leaving the workforce entirely to prioritize caring for their families. This period in the United States’ labor market has been officially coined the ‘she-cession’ by economists. While it does look like the U.S. government is intending to <a href="https://www.americanprogress.org/issues/early-childhood/reports/2021/05/24/499825/growing-economy-affordable-child-care/">increase investment in child care services</a> to jumpstart the post-pandemic recovery, the ‘she-cession’ may not truly be over until employers do their part.&nbsp;</p>



<p>Unfortunately, working mothers have always been the portion of the labor market that has faced a disproportionate amount of challenges and obstacles in the workforce. Yes, the pandemic did shine a spotlight on these issues but that doesn’t excuse the fact that they’ve always been there in some shape or form.&nbsp;</p>



<p>Even before the COVID-19 pandemic, many working mothers found themselves pushed out of the workforce due to a lack of access to affordable childcare and inadequate parental leave policies. Now, the damages caused by the pandemic are set to jeopardize women’s involvement in the labor market. It is thought that gender disparity in the workplace has widened even more, undoing decades’ worth of female advancement in corporate jobs.&nbsp;</p>



<p>So, how exactly can we curb the course of the ‘she-cession’ to make sure that participation levels of women in the workplace rise and continue to do so for many years to come? The answer is quite simple &#8211; ensure businesses are prioritizing efforts to support working moms and retain them by offering opportunities to participate in managerial hierarchies.&nbsp;</p>



<h2 class="wp-block-heading">Working Women Need Support. Companies Can No Longer Ignore This</h2>



<p>Although last year’s remote work model allowed some working mothers to juggle family and career life reasonably well, this does not signify that these employees were supported adequately. Many women still found themselves to be the primary caregiver during this time and had to make accommodations to achieve a <a href="https://vivvi.com/blog/family/articles/hr-solutions-for-work-life-balance">work-life balance</a>.&nbsp;</p>



<p>As working parents begin to return to the office and the workforce, companies must recognize that these employees need additional support through targeted programs, flexible work arrangements, and robust parental leave policies.&nbsp;</p>



<p>The economy is starting to recover but recovery efforts will fail if companies choose not to approach workplaces with an intentional gender lens. If you choose not to support working mothers then you fail to support a section of the labor market that contributes approximately<a href="https://www.americanprogress.org/issues/economy/news/2017/03/07/427556/a-day-in-the-u-s-economy-without-women/"> <strong>8 trillion dollars of the country’s GDP</strong></a> every single year.&nbsp;</p>



<h2 class="wp-block-heading">Building a Better Company Culture &#8211; With Women In Mind</h2>



<p>With return to work plans in motion and employees slowly beginning to be phased back into the office, a new definition of company culture is required. And this one needs to be built with working women in mind.&nbsp;</p>



<p>Employers are being encouraged to make progressive changes to their company policies and the support programs that they offer working mothers. Doing so will ensure that this section of the labor force can continue to progress both professionally and in their personal lives. So, what should a company culture look like through the lens of a working mom?&nbsp;</p>



<h3 class="wp-block-heading">1. Make Flexibility the Norm</h3>



<p>The pandemic saw companies having to adopt new approaches to working (e.g. the fully remote model). This also meant changes in how management and employees communicated with one another and the hours that employees worked.&nbsp;</p>



<p>While technology made it quite easy to transition from in-person meetings to video calls, one thing that the pandemic made companies set boundaries around was an employee’s ability to access flexitime options. As hybrid work models are being put in place, companies must continue to set policies that<a href="https://vivvi.com/blog/family/articles/working-parents-flexible-work-arrangements"> provide working mothers with flexible working arrangements</a>.</p>



<p>Employers need to normalize the option for employees to respond to emails outside of business hours, having core hours for meetings, and allowing employees to disconnect when they need to address personal matters.&nbsp;</p>



<h3 class="wp-block-heading">2. Provide Re-Entry Programs</h3>



<p>Many women who had to step back from the labor market during the pandemic are now looking to make a return. Companies should be looking to implement<a href="https://vivvi.com/blog/articles/companies-supporting-working-mothers-after-covid"> re-entry and mentorship programs for working mothers. </a>These programs should include skills development, access to mental health and welling resources, and regular touchpoints with a mentor.&nbsp;</p>



<h3 class="wp-block-heading">3. Get Men on Board</h3>



<p>It is important that men in the workplace get involved in helping working mothers feel supported in the office. From C-Suite executives to interns, men need to be career allies and provide women with the resources and support they need when returning to the workplace.&nbsp;</p>



<p>Additionally, companies should look at making their paternity leave policies more robust. Men should also be doing their part when it comes to family child care responsibilities. By acknowledging and respecting a working father’s needs to have flexible work arrangements, this will allow women to return to the workplace more comfortably.&nbsp;</p>



<h3 class="wp-block-heading">4. Invest in Mental Health and Well-Being</h3>



<p>Employers need to recognize that the extra burden placed on women in the last year will inevitably have taken a toll on their mental well-being and health. Companies must commit to support the whole health of their employees. Make sure that programs which support an employee’s mental health such as an employee assistance program (EAP), well-being app, or telehealth counseling are put into place before returning to the office.&nbsp;</p>



<h3 class="wp-block-heading">5. Highlight Female Role Models</h3>



<p>Working mothers often felt isolated, lonely, and underappreciated in the workplace. This became evident during the pandemic with many women feeling like they were alone in their struggles. As they return to the workforce, it is essential that employers make sure that employees have access to female role models.&nbsp;</p>



<p>Whether successful female employees in your company or&nbsp; your industry, organize discussions with leading female professionals to help working moms feel more connected and seen in their role of juggling motherhood and a career.&nbsp;</p>



<h2 class="wp-block-heading">Retaining Working Mothers: How An Employer-Sponsored Child Care Program Can Help</h2>



<p>While nobody can say for certain how the ‘she-cession’ recovery will play out over the months to come, one thing is certain: employers must do all they can to <a href="https://vivvi.com/blog/employers/articles/companies-supporting-working-mothers-after-covid">retain working mothers</a>. Offering flexible working arrangements will be a plus, but, another solution which has proven successful for many companies in the past is an employer-sponsored child care program.&nbsp;</p>



<p>A robust employer-sponsored child care solution ensures that working parents have access to the benefits and resources they need to lead a successful professional and personal life. Many companies have realized the importance of providing parents with policies such as flexi-time, extended parental leave, and mentorship programs upon return from maternity leave.&nbsp;</p>



<p>Employer-sponsored child care programs also help<a href="https://vivvi.com/blog/articles/mapping-the-return-to-work"> working parents</a> to access affordable childcare where they are &#8211; whether that is in the office or at home. These child care services allow parents to work confidently knowing that their child is being cared for by an experienced early childhood educator. These initiatives are known to increase employee engagement, productivity, and satisfaction significantly.&nbsp;</p>



<p>After all, nurturing the return of working mothers to the workforce is not just beneficial for women, it’s good for all aspects of the business.&nbsp;</p>



<h2 class="wp-block-heading">Vivvi: Working with Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup child care more accessible and affordable.&nbsp;</p>



<p>As your company welcomes employees back, we can work with you to provide next-level child care solutions across our campuses, <a href="https://vivvi.com/in-home">in-home</a>, in-office, or via virtual care. As an early learning child care provider, our team meets the needs of your business and your employees where you are.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits of offering employer-sponsored child care solutions to your working parents.&nbsp;</p>


The ‘she-cession’ will only truly recover with the help of employers. So, how can companies support working moms? Here are our recommendations.

How Employers Can Support Women Through The She-Cession | Vivvi

Here’s How Employers Can Retain Working Moms Returning To The Workforce


<p>In the working world. mothers with children under 18 suffered the most as a result of the pandemic. With many women leaving the workforce entirely and others having to cut down on working hours to take care of their kids, the careers of mothers were completely derailed. However, more than 200 companies are now making it their aim to ensure working mothers don’t get left behind in the future by providing part-time and full-time child care options and other support.&nbsp;</p>



<p>Below, we look at how businesses involved in the Care Economy Business Council are driving a positive impact for working mothers and look at various solutions that all employers should consider implementing.</p>



<h2 class="wp-block-heading">The Careers of Working Mothers Were Completely Derailed</h2>



<p>The pandemic’s disproportionate impact on the careers and livelihoods of working moms is starkly evident in the statistics. While the start of the COVID-19 pandemic saw both men and women lose their jobs, women’s participation in the labor force <a href="https://www.cnbc.com/2021/02/08/womens-labor-force-participation-rate-hit-33-year-low-in-january-2021.html"><strong>hit a 33-year low</strong></a> in January 2021. Additionally, a recent <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">McKinsey report</a> states that the representation of women in senior management positions has taken a hit too.&nbsp;</p>



<p>While the gender gap in senior roles has been evident for many years, the exodus of women from the labor force will make bridging this gap harder still. Inevitably, the factors that drove many women to step back from their careers included burnout and increased childcare responsibilities. This shone a light on the small and large inequalities that working mothers face both in the home and in the workplace.&nbsp;</p>



<p>Now as companies are beginning to emerge from the pandemic, what does this mean for the careers of women, especially working mothers? Studies <a href="https://www.mckinsey.com/industries/public-and-social-sector/our-insights/achieving-an-inclusive-us-economic-recovery">estimate</a> that it could take at least three years before employment for women to recover to pre-pandemic levels. While there is no way to predict how the careers of working mothers will progress in the near future, what is certain is these women are facing a tough road if they don’t receive the support they need from employers.&nbsp;</p>



<h2 class="wp-block-heading">What is the Care Economy Business Council?</h2>



<p>In response to the pandemic highlighting the difficulties that working parents face when trying to hold down a job without access to efficient child care solutions and how much the caregiving crisis impacts a company’s bottom line, a non-profit called Time’s Up set up the Care Economy Business Council.&nbsp;</p>



<p>Consisting of over 200 corporations across various industries, the <a href="https://timesupnow.org/care-economy-business-council/">Care Economy Business Council</a> aims to shift the cultural narrative around who is responsible for child care, enforce equitable practices to support working parents in the workplace, and advocate for key public policies to build inclusive work environments for all.&nbsp;</p>



<p>The Care Economy Business Council’s message is very clear &#8211; organizations need to take action to support their employees and to rebuild the economy after the pandemic. After all, working parents are the backbone of the American economy, without their participation every business’s operations will be impacted.&nbsp;</p>



<p>It’s important to note that the goal of the Care Economy Business Council isn’t driven by a need to improve business operations going forward but instead, to drive the necessary changes needed to mend the cracks in the United States’ caregiving system.&nbsp;</p>



<h2 class="wp-block-heading">How Various Companies Are Supporting Their Working Parents</h2>



<p>As mentioned above, there are many companies that have already signed up for the Care Economy Business Council’s cause. Some are more recognizable than others, however, what they all share is a drive to improve the workplace for employees with child care responsibilities. Below, we investigate how a selection of these companies are striving to implement an inclusive workplace environment for working parents and help strike a stronger work-life balance.&nbsp;</p>



<h3 class="wp-block-heading">McDonald’s</h3>



<p>One of the most significant changes that McDonald’s has made to improve the working environment for caregivers has been a shift in job flexibility policies. With thousands of their employees having to juggle increased child care hours and remote learning on top of their work shifts, the company ensured that employees worked closely with their managers to create work schedules that accommodated their personal needs.&nbsp;</p>



<p>Additionally, the company offers a robust family leave policy that guarantees the mother up to 4 months of paid maternity leave and two weeks of paid leave for fathers. In a recent statement, a spokesperson for the company said that the driving decision behind their reason to join the Care Economy Business Council was a commitment to break down “barriers for opportunity and support equitable access to care for all.”&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">JP Morgan Chase</h3>



<p>JP Morgan Chase has a number of different programs that are designed to support working parents. Part of the company’s ethos when it comes to attracting and retaining talent is the belief that employers should care for employees’ families.&nbsp;</p>



<p>As a firm, JP Morgan Chase has publicly recognized the importance of ensuring working parents have time to care for a child after birth or an adoption process. The company implemented a gender-neutral Parental Leave Policy which provides both mothers and fathers with up to 16 weeks of paid leave. In addition to this, JP Morgan Chase also rolled out a mentoring program for new parents which uses an online program to match new parents with seasoned parents in the firm.&nbsp;</p>



<p>The company also recognizes the financial costs that come with starting a family, especially in terms of adoption or surrogacy. For these employees, an Adoption and Surrogacy Assistance program provides financial assistance up to $10,000 to working parents.&nbsp;</p>



<h3 class="wp-block-heading">Verizon</h3>



<p>In the past, Verizon has been named a top company for executive women and working mothers. This company is driven to create a supportive environment for women and also, commits to gender diversity across all roles. As part of their initiative to support working parents, especially mothers, they offer the following programs:</p>



<ul><li>Unconscious bias workshops for leadership teams</li><li>An employee resource group (ERG) called the Women’s Association of Verizon Employees</li><li>Up to 8 weeks of paid parental leave at 100% base pay and up to 16 weeks of paid maternity leave</li></ul>



<p>The company gladly joined Time’s Up Care Economy Business Council to share innovative ideas and solutions to carve a better future for women’s participation in the labor force, and equality among caregiving responsibilities.&nbsp;</p>



<h2 class="wp-block-heading">The Caregiving Crisis Solution: What Leaders Should Consider</h2>



<p>Organizations need to rethink how they offer support to their employees as part of the effort of ensuring that working mothers don’t get left behind as the economy reopens. While each company’s policies will vary, it is important that the changes you make within your organization accurately solve the specific pain points of your employees.&nbsp;</p>



<p>The most effective way to decipher which changes need to take place is by conducting an <a href="https://vivvi.com/blog/employee-survey-for-working-parents">employee survey for working parents</a>. The feedback from these surveys will identify those company offerings that need to be revised. Once those have been determined, your organization will need to implement effective employer-sponsored solutions to combat the caregiving crisis.&nbsp;</p>



<p>Without access to affordable and quality child care services working mothers will continue to struggle to partake in the U.S labor market. It is the responsibility of leaders to provide parents with flexible family leave policies to allow them to smoothly transition back into the workplace and access affordable in-home or in-office child care services.&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Helps Employers Support Working Parents&nbsp;</h2>



<p>Vivvi partners with employers of all sizes to make exceptional care and early learning more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


The careers of working mothers were completely derailed during the COVID-19 pandemic. These companies are making sure they don’t get left behind. 

Companies That Are Supporting Working Parents | Vivvi

COVID Derailed Working Mothers. These Companies Are Making Sure They Don’t Get Left Behind


<p>Return-to-work plans are in place and the “normalcy” brought by the pandemic is slowly coming to an end. Yet, that isn’t to say workplaces will return to how they were before the pandemic. There are plenty of potential issues and challenges facing employers as staff return to the office.&nbsp;</p>



<h2 class="wp-block-heading">Employees Are Coming Back. Yet, Offices Won’t Be The Same</h2>



<p>Companies in North America are slowly phasing their employees back to the workplace on a hybrid schedule. Yet, the office will never be the same again.&nbsp;</p>



<p>A place that was once considered the hub of all company activity and communication may now only be seen as a dedicated space for in-person meetings. Not to mention the fact that new health and safety measures such as touchless fixtures and sanitization stations will act as a stark reminder of how the pandemic has changed the functioning of office spaces for the foreseeable future.&nbsp;</p>



<p>With a large percentage of employees voicing their <a href="https://www.businessinsider.com/quit-job-flexible-remote-working-from-home-return-to-office-2021-6">preference to continue working remotely</a>, where possible, the days of a bustling workplace may be over for good. Additionally, the toll that the pandemic took &#8211; especially concerning <a href="https://www.fastcompany.com/90645427/research-reveals-the-return-to-work-is-causing-a-specific-type-of-anxiety">increased anxiety levels</a> and lack of access to high-quality child care solutions &#8211; is a big factor predicted to bring an end to the “full-time on-site” model. For those working parents who carried the burden of child care responsibilities, a return to the office may no longer be a feasible option without employer-sponsored child care benefits.&nbsp;</p>



<p>Leaders need to acknowledge that not only have office use changed but so have the feelings of their employees. Listening to their needs as they return and keeping several considerations in mind will be paramount to carving a new workplace model to suit all employees.&nbsp;</p>



<h2 class="wp-block-heading">What Are The Biggest Issues That Employers Need to Prepare For</h2>



<p>Returning to the office will undoubtedly be as uncertain and challenging as the work-from-home transition was at the beginning of the pandemic was. Nobody can predict how a return to work plan will pan out, but being proactive in making plans for the issues that may arise can make the transition a little bit easier for all involved.&nbsp;</p>



<h3 class="wp-block-heading">An In-Office and At-Home Employee Culture Divide</h3>



<p>The reality is that the “<em>virtual office</em>” we’ve become accustomed to over the last year and a half has become the preference for many. Working remotely provided a level of flexibility and autonomy that many employees never received before: choice over attire, work hours, location &#8211; you name it. This had given them a level of work-life balance that many were unaccustomed to and that many are not ready to give up.&nbsp;</p>



<p>With that in mind, many companies are planning to introduce a hybrid working model that offers the level of flexibility employees want. However, that could come with downsides. As some employees return to the office and others stay at home, a large divide could begin to show in a company’s culture if left unchecked.&nbsp;</p>



<p>Employees that are in the office will inevitably enjoy the benefits of being able to socialize with coworkers in person or hear status updates first-hand from their managers. Therefore, this group will receive advantages that remote workers will not. To ensure that communication channels stay clear and frequent, important company updates must be shared regularly with all employees regardless of whether they are in the office or not.&nbsp;</p>



<p>The days of one-off conversations will not work in the post-pandemic office. Instead, leaders will need to be mindful of continuing the communication channels and methods that employees became familiar with during the pandemic.&nbsp;</p>



<h3 class="wp-block-heading">Employee Burnout Levels Could Rise Further</h3>



<p>Employee burnout has always been a concern for company leaders and human resource professionals. However, burnout levels and poor mental health has been alarmingly high in the last 12 months. According to a recent Indeed report, <a href="https://www.indeed.com/lead/preventing-employee-burnout-report">52% of employee survey respondents</a> are experiencing emotional and mental exhaustion in 2021.&nbsp;</p>



<p>While factors leading to burnout remained relatively unchanged &#8211; work-related stress, financial problems, death of a family member &#8211; the extent to which burnout is being felt has been exacerbated by the pandemic. Now with leaders calling for employees to return to the office, this adds another set of obstacles to an already uncertain situation.&nbsp;</p>



<p>The issue of employee burnout is one that leaders can’t ignore and to ensure that the numbers of employees suffering from it don’t increase as part of a return to office plan employers need to do one thing: listen to their employees. A seamless transition to re-entering the office will only be achieved if it supports the needs of both parties.</p>



<p>Management teams will need to pull on essential listening and empathy skills to create a safe and supportive office environment for every single employee.&nbsp;</p>



<h3 class="wp-block-heading">Decreased Talent Retention Rates</h3>



<p>Many are predicting that 2021 will become known as the year of the ‘Great Employee Resignation’. Conducting a work-life via Zoom opened employees’ eyes to the potential of having a work-life schedule that matched their lifestyle. These increased levels of autonomy are causing many to reconsider both their roles and their career choices.&nbsp;</p>



<p>Although there is no data to suggest that employee turnover will be high over the coming months just yet, between <a href="https://www.techrepublic.com/article/the-great-resignation-of-2021-are-30-of-workers-really-going-to-quit/">26% to 40% of employees</a> across the globe have indicated that they would consider changing jobs this year. Many millennials have noted that they would rather leave their current position than return to the office full-time. If this is true, this could cause significant problems for companies.&nbsp;</p>



<p>With that being said, leaders must ensure that they are doing all they can to retain and invest in their most valued employees. Employee benefit programs such as in-house training, career mentoring opportunities along with improved family-friendly policies are all incentives that employees will be expecting in post-pandemic workplaces.&nbsp;</p>



<h2 class="wp-block-heading">Keeping Working Parents Engaged in 2021</h2>



<p>One particular area of the workforce that will require support when transitioning into a new model, whether hybrid or otherwise, is that of working parents. Employers must be prepared to provide this cohort with increased levels of guidance and mentoring on how to smoothly navigate a return to the office after an undeniably challenging year.&nbsp;</p>



<p>Similar to when a parent returns to the workplace after maternity leave, organizations will need to adopt strategies that allow working parents to stay engaged, while also creating a safe environment for them to work in. An effective way to do this is by providing working parents with access to an employer-sponsored child care program.</p>



<p>An employer-sponsored on-site child care option is a powerful tool for retention and productivity. At the moment, it is estimated that U.S companies lose approximately $3 billion annually as a consequence of childcare-related absences. Providing your employees with affordable access to exceptional backup early child care has been proven to lead to a:&nbsp;</p>



<ul><li>90% increase in productivity levels</li><li>75% increase in employee retention</li><li>30% decrease in employee absenteeism</li></ul>



<p>Organizations are being given a real opportunity to use this moment to break the past and reinvent their company culture to be inclusive and supportive of all employees.&nbsp;</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>At Vivvi, we’ve been working with employers to support working parents where they are. We currently work with a dozen employers across the United States ranging from a 12-person law firm to 11 hospital networks. Our in-home, in-office, and on-site learning programs allow parents to gain peace of mind knowing that their child is being looked after.&nbsp;</p>



<p>To learn more about the benefits and ROI our child care services have provided to businesses like yours, <a href="https://vivvi.com/employers">visit our employer page</a>.</p>


Return to work plans will face obstacles as employees return to the office. Here are the issues that employers need to look out for. 

Issues Employers Should Look When We're Back in Office | Vivvi

The Issues Facing Leaders As Employees Re-enter the Workplace


<p>With many businesses focusing their attention on returning to the office, our team at Vivvi believes this is an opportunity for employers to gain insights into how they can be supporting working parents as they reacclimate to the workplace once again. The COVID-19 pandemic cast a light on how challenging it can be to juggle a career and child care responsibilities at the same time &#8211; so, how can employers make this transition as seamless as possible?</p>



<p>In light of the return to work articles that we’ve been reading and seeing how the pandemic has affected this cohort of the workforce, Vivvi held a webinar on May 12th in conjunction with <a href="https://www.mindfulreturn.com/">Mindful Return</a>, <a href="https://www.nyp.org/">New York-Presbyterian Hospital</a>, and <a href="https://www.horizonmedia.com/">Horizon Media</a> to address how C-Suite leaders and HR departments should be revisiting how they can support employees in gaining access to high-quality and effective childcare.&nbsp;</p>



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<h2 class="wp-block-heading">Mapping the Return to the Workplace Webinar: Key Takeaways&nbsp;&nbsp;</h2>



<p>This webinar centered around important conversations relating to what a successful return to the office means for parents, especially after a year of undeniable change and trauma for families across the United States. Below is a selection of the top insights provided by the thought leaders when discussing how employers should help working parents navigate the return to the office.&nbsp;</p>



<h3 class="wp-block-heading">Working Parents Need Quality Child Care Support: Employers Must Be in Proactive Mode</h3>



<p>All panelists agreed that the pandemic perpetuated the childcare crisis in America. Before the pandemic, the average parent was paying more for childcare than they were on housing, healthcare, and food. Once COVID hit, this resulted in <strong>60% of child care program capacity disappearing</strong> and approximately 2.5 million women dropping out of the workforce to look after their children.&nbsp;</p>



<p>To combat this many employers across the country had to enter reactive mode to support working parents and will need to do so sustainably for the long term.&nbsp;</p>



<p>Britt Sinha, Corporate Director of Benefits, Health &amp; Wellbeing of New York-Presbyterian, shared how her organization immediately looked at every possible form of crisis care, backup part-time child care, and on-site full-time child care services they could provide to make sure that employees could be on the frontline in the hospital with peace of mind that their children were being cared for.&nbsp;</p>



<p>Eileen Benwitt, Chief Talent Officer at Horizon Media spoke about how the transition to working remotely made them “recognize the significance of what it meant to work from home”.</p>



<p>As a result of this the company created a survey to periodically pulse the organization to understand what’s on their minds, where are they struggling, what’s working/what’s not working, what areas they need to hone in on to improve the experience for employees because working remotely was a great benefit but there was also great difficulty in being remote and feeling disconnected from one another.</p>



<p>at Vivvi, our reaction was to literally meet employees and families where they were. We launched our <a href="https://vivvi.com/in-home">in-home program</a> which operates around the country and serves families straight from the comfort of their homes. Additionally, our on-site locations continued to operate throughout the pandemic.&nbsp;&nbsp;</p>



<p>Going forward, it is clear that employers need to keep employer-sponsored childcare services top of mind when transitioning back to the office. As Charles Bonello, CEO of Vivvi, explained: “The thing that ties all these together is really that employers know that they can’t ignore the impact that child care has on their people because it’s something that ties together the entire organization.”&nbsp;</p>



<h3 class="wp-block-heading">The Return-to-Work Conversation Needs the Voices of Working Parents</h3>



<p>If the voices of working parents are not included in an employer’s conversation around the best way to transition back to the office then these return plans will not be seamless or successful. All panelists agreed that providing avenues such as surveys, employee resource groups (ERGs), and in-person feedback through which employees with children can openly discuss their experiences and concerns will be a vital part of the re-entry process into the workplace.</p>



<p>Several years ago, Horizon Media embraced the needs of their working parents by setting up a collaborative group called The Village. Through this group and its spokespeople, the organization opened up a discourse around the challenges that working mothers and fathers face. This resulted in the company making significant changes to their parental leave benefits and other areas of the organization while also providing a collaborative space where employees could openly hold a dialogue.&nbsp;</p>



<p>Now, the company is using this resource in conjunction with their survey to hear employees’ feedback and thoughts surrounding returning to the office.&nbsp;</p>



<p>Providing platforms such as ERGs are a real venue for employees to express themselves, and has always been a powerful cultural and communication tool &#8211; now more so than ever before, for those employers that include their employees in the return to the office conversation. Vivvi’s CEO believes that “it unlocks the power of the people in your organization who are dedicating themselves so much.”</p>



<h3 class="wp-block-heading">Small Investments in Working Parents Can Reap Big Rewards in the Long Run</h3>



<p>Thought leaders in the child care space are challenging employers to look at various factors to realize the potential that investing in working parents can achieve in terms of a return on investment (ROI). While these factors will inevitably vary from company to company, the core benefits that are commonly seen lie in areas such as behavioral data, engagement levels, cost savings, and retention levels.&nbsp;</p>



<p>Britt Sinha of New York-Presbyterian provided the insight that without investing in working parents engagement levels will inevitably be lower: “We have engagement scores and look at how engaged our employees are because if you’re worried about your child at home and you don’t know who’s going to pick them up at two o’clock or whether are they getting their work done on their online school&#8230;then how much are you paying attention to your patient or work.”</p>



<p>Small investments such as ensuring that each employee has dedicated periods of time each week where they know that their children are being looked after allow them to put their undivided attention into either a work task or a personal need.&nbsp;</p>



<p>Horizon Media introduced a story hour where company executives read their favorite story to the children of working parents. This story hour “saved the working parents an hour of looking after their children &#8211; whether it was going for a walk, to take a bath, or reading a book.”</p>



<p>The clear takeaway here is that providing family-friendly benefits and resources to working parents has a direct link to increased engagement levels, productivity levels, and company loyalty. Charles Bonello sums this up quite nicely, “providing care resources to folks has a direct line to a reduction in everything from burnout to headcount, turnover, etc. It’s about how you measure that and what you care about to affect those changes on the other side.”&nbsp;</p>



<h3 class="wp-block-heading">Re-Entering the Office Should Be Treated Similarly to Returning From Parental Leave</h3>



<p>All of the panelists agreed that <a href="https://vivvi.com/blog/supporting-mothers-returning-to-work">returning to work after parental leave</a> “is a process, not an event” and re-entering the workplace after the pandemic should be treated in the same regard. The past year has been a transformative year for both existing and new parents. It opened their eyes to the work-life balance opportunities that remote work and hybrid work models provide especially from the perspective of bonding with their children.&nbsp;</p>



<p>Britt Sinha, who had a child herself during the pandemic, noted that employers should be looking at a return-to-work plan that facilitates working parents staggering their return to the office. Lori Mihalich-Levin, CEO of Mindful Return believes that this should be done in conjunction with offering parents support groups.&nbsp;</p>



<p>“We can make sure that employees are connecting and that working parents are in touch with one another during this process of returning to offices and reentering. That is only going to help all of us normalize those feelings of anxiety and also you know help calm each other down as we’re all navigating this new return.”</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>To successfully map a return to the workplace employers must be willing to implement policies, benefits, and resources that allow employees to integrate all aspects of their lives, in the same space.&nbsp;</p>



<p>At Vivvi, we’ve been working with employers to support working parents where they are. Our in-home learning model and virtual tutoring services allowed parents to gain peace of mind knowing that their child is being looked after. This resulted in higher engagement, improved productivity, and decreased turnover rates.&nbsp;</p>



<p>For more insights from the How to Map the Return to Work for Working Parents panelists, <a href="https://go.vivvi.com/the-great-return-webinar">click here</a> to gain access to the full webinar. Looking for more information about how Vivvi helps employers support working parents? <a href="https://vivvi.com/contact">Get in touch</a> with our team today or visit our <a href="https://vivvi.com/employers">employers page</a>.</p>


In Vivvi’s latest webinar, expert panelists discuss how employers need to support working parents as they transition back to the office. 

Mapping the Return to Work For Working Parents | Vivvi

Mapping the Return to Work for Working Parents


<p>After a year of working from home while also homeschooling and being tech support for their children, many working parents are looking to return to the office &#8211; but with more flexibility.</p>



<p>Many companies have begun to reopen the doors of their offices as vaccines are being administered. As of March 2021, <strong>10% of Manhattan workers</strong> were back in the office, according to a recent <a href="https://pfnyc.org/news/return-to-office-survey-results-released-march-2021/">Partnership for New York City survey</a>. This figure is expected to rise to 45% by the end of September.</p>



<p>Meanwhile, the success of remote work during COVID-19 has led many large companies to reconsider having their workforce working in the office full-time. Firms such as Facebook, Microsoft, and Salesforce have all publicly stated during the pandemic that they believe most of their offices will become either 100% remote or offer a hybrid working model in the coming years, while others are preparing for at least 80% of their staff to return to the office in a near full-time capacity in the next year.&nbsp;</p>



<p>Regardless of when your company expects ‘normalcy’ to resume, it’s clear that most employees &#8211; especially working parents &#8211; are looking for a more structured mix of working between the office and home.&nbsp;</p>



<h2 class="wp-block-heading">Offices Are Open For Business. Are Employees Excited to Come Back?</h2>



<p>Over one year after the start of the pandemic, it’s obvious that there are employees who are enjoying the remote work setup and others who can’t wait to return to their old cubicle in the office. Of those that fall into the latter category, a blurred work/home life balance and <a href="https://www.businessinsider.com/workers-want-hybrid-model-to-see-work-friends-survey-finds-2021-3">lack of social interaction</a> are two of the core drivers for a return to the office.&nbsp;</p>



<p>While employees of all age groups and demographics will want to work from the office again, it is becoming abundantly clear that it won’t be in the same capacity that we’re used to. Harvard Business School discovered that <a href="https://news.harvard.edu/gazette/story/2021/03/survey-reveals-what-worked-about-online-work/"><strong>81% of workers</strong></a> in the U.S want a hybrid schedule going forward. This is particularly true for working parents &#8211; especially for mothers.&nbsp;</p>



<p>A global pandemic made many parents realize that working remotely from home, even for a portion of the week, is possible. For others, it also highlighted savings on travel costs, childcare services, and precious family time.&nbsp;</p>



<p>This has left many employers at a crossroads, but only if they are unwilling to adapt their return-to-office roadmap.&nbsp;</p>



<h2 class="wp-block-heading">How COVID-19 Changed the Life of A Working Parent</h2>



<p>One thing that many working parents want companies to understand is how much the COVID-19 pandemic changed family dynamics and the role of being a working parent. While it obviously reinforced the difficulties that come with juggling a career and family responsibilities, it also allowed parents to reconnect with their children.&nbsp;</p>



<p>The time that was once lost in busy city traffic jams is now spent keeping on top of the laundry, reading a story to their child, or preparing meals for the day ahead. Parents also don’t miss the panic-induced rush of trying to get out of the office on time so that they can collect their child from daycare.&nbsp;</p>



<p>Although many <a href="https://vivvi.com/blog/why-employers-should-support-working-mothers">mothers left the workforce</a> during the first wave of the pandemic due to a lack of childcare services, those that are working find the remote work model allows them to excel both in their professional and personal lives. The flexibility and autonomy they experienced in the last year offered the ability to enjoy a slower pace of life and appreciate the small moments with their children &#8211; ones they didn’t always have before.&nbsp;</p>



<p>Many working parents are now reluctant to give up the ability to work from home, especially if it means returning to a work schedule that took a toll on aspects of their family life.&nbsp;</p>



<h2 class="wp-block-heading">Shape the Future of Workplaces By Offering Working Parents Flexibility&nbsp;</h2>



<p>Employers now have an opportunity to reimagine their workplaces into one that is more reflective of an employee’s life. The difficulties of the pandemic highlighted that the life of a working parent will primarily be centered around their family life schedule.&nbsp;</p>



<p>Adopting a return-to-office plan that focuses on flexibility is key &#8211; it will give working parents the support they need to continue managing both aspects of their lives effectively. It will also accommodate those employees who may not be comfortable returning to the office until their children are vaccinated or until they have a clear idea of what their child’s school schedule will be or the availability of childcare programs in their local area.&nbsp;</p>



<p>Return-to-office roadmaps must focus on the long-term, big picture rather than offering a band-aid solution to a temporary pandemic phase.&nbsp;</p>



<p>People’s lives have changed dramatically &#8211; and the best organizations will be able to apply lessons learned during the last year to the future. Benefits such as flexible family leave policies, a hybrid work schedule, and an <a href="https://vivvi.com/blog/child-care-support-improves-employee-engagement">employer-sponsored child care assistance program</a> will all play a vital role in helping employees return to a new post-pandemic workplace.&nbsp;</p>



<h2 class="wp-block-heading">We Partner with Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup child care programs more accessible and affordable. We provide flexible early childhood learning services in your offices or through <a href="https://vivvi.com/in-home">in-home care</a> or virtual care. Vivvi meets the needs of your business and employees where you are.&nbsp;</p>



<p>To learn more about the benefits and ROI our child care services have provided to businesses like yours, <a href="https://vivvi.com/employers">visit our employer page</a>.&nbsp;</p>


It is clear that working parents want a flexible, hybrid work schedule going forward. Learn why employers need to reimagine their return-to-office roadmap. 

Working Parents Want Flexible Work Arrangements | Vivvi

Offices Are Opening: Working Parents Want to See Flexible Work Arrangements


<p>With many companies looking to return to work in the next few months, working parents wonder what return-to-office plans look like. As we’ve seen in recent months, the pandemic has provided all employees with more flexibility and autonomy over their work schedules than ever before. This has been welcomed by many, especially those employees who have children at home. It proved that there isn’t a rulebook on where employees can work.</p>



<p><a href="https://vivvi.com/blog/working-parents-flexible-work-arrangements">Hybrid work schedules</a> and flexibility are the main priority for working parents when looking to return to the office. This could cause many employers to scrap their original return-to-office plan in favor of one that accurately represents the changes that many employees have experienced in their lives since the pandemic began.&nbsp;</p>



<p>If you’re an employer or HR manager, you may be wondering what is the best way to create a workplace return plan that will address your employees’ needs. Below, we will look at the return-to-work plans that great companies such as Google, Amazon, and Goldman Sachs are planning to put in place to make sure that returning to the office is seamless for all employees.&nbsp;</p>



<h2 class="wp-block-heading">Employees Are Looking Forward to a Return to Office &#8211; But Not As Much As Before</h2>



<p>Employees are anxious to know how a return-to-work plan will affect their personal and family lives. The COVID-19 pandemic has given them a taste of greater flexibility in being able to work from home, saving time and money on commutes, and being more available to their kids. Nearly <a href="https://www.usatoday.com/story/money/2021/01/05/jobs-home-29-professionals-would-quit-if-forced-go-back-office/4142830001/"><strong>30% of working professionals</strong></a> have cited that they would rather quit their jobs than return to the office full-time to foster a better work-life balance.&nbsp;</p>



<p>Unfortunately for employers, there is no one-size-fits-all solution for planning a return to the workplace program that will satisfy every employee. Instead, each company must be willing to take the lessons they learned during the pandemic and apply them to create a long-term workplace environment that will benefit their employees’ productivity, satisfaction, and wellbeing best.&nbsp;</p>



<h2 class="wp-block-heading">Creating a Return to the Workplace Plan: What Google and Others Are Getting Right</h2>



<p>While each employer’s roadmap for reopening their office will be dependent on the needs of their employees, taking notes on how other companies are planning to return can set the tone for your own company.&nbsp;</p>



<p>In recent months, many high-profile companies such as Google, Amazon, Wells Fargo, and Goldman Sachs have been releasing updated plans on how they will transition employees back to the office.&nbsp;</p>



<p>For example, Amazon is expecting nearly all of its technical and corporate employees to return to the workplace fully by July, 1st 2021. Facebook has decided to take a more measured approach and is phasing its employees back in &#8211; but also expects that half of its employees will work remotely by 2030. While other companies such as Twitter and Slack have announced that they will be <a href="https://www.washingtonpost.com/technology/2020/10/01/twitter-work-from-home/">shifting to a remote work model</a> for good.&nbsp;</p>



<p>What these companies are getting right is that they are listening and adapting to both their employees’ needs and also, creating a post-pandemic work environment that will benefit their company most. For some of these companies, that means offering a hybrid work schedule that honors the benefits that both the office and remote locations can provide.&nbsp;</p>



<p>Being in the office reinforces a company’s culture while also improving innovation and engagement. It is clear to see that having in-person interactions is beneficial to help employees foster rewarding social workplace relationships and boosts learning opportunities. However, it is also hard to deny that productivity levels while working remotely are just as high as they were pre-pandemic. Not to mention the flexibility benefits it has provided working parents.&nbsp;</p>



<p>Overall, these companies are creating a return to the office plan that offers choice and flexibility &#8211; an act that displays empathy and can improve engagement and productivity levels.&nbsp;</p>



<h2 class="wp-block-heading">Practical Return to Work Considerations For Employers: How to Invest in Working Parents</h2>



<p>A return to the workplace is going to be most stressful for working parents and employers need to be prepared to acknowledge this adequately. How can they do this? By ensuring that the post-pandemic workplace they create invests in this cohort of the workforce.&nbsp;</p>



<p>For those employees without children, a return to the office plan simply involves them having to start commuting again. For working parents, it means coordinating their work schedule with their spouse’s and their child’s school or child care needs. They may need to enroll their child back into a childcare program or find a nanny. These factors require planning and can cause stress.&nbsp;</p>



<p>Employers can remove these obstacles for working parents by shifting the future of their workplace to one that centers on supporting parents and caregivers with child care benefits. Companies must be prepared to support a gradual return to the office for working parents in practical ways. These may include offering a more robust family leave policy or assisting a family in finding an <a href="https://vivvi.com/in-home">in-home child care program</a>.&nbsp;</p>



<p>In addition to providing family-friendly benefits such as employer-sponsored child care assistance programs, companies must also:&nbsp;</p>



<ul><li><strong>Lead by example</strong>: Encourage managers and company leaders to share their stories (good or bad)&nbsp; about working remotely while looking after kids. This will create a company culture of empathy and compassion which will resonate greatly with employees that are working parents.&nbsp;</li><li><strong>Offer flexi-time</strong>: Allow employees to continue working on a flexi-time schedule while they navigate a partial return to the workplace. A return to the office for many employees, especially working mothers may be determined on when their child gets vaccinated. This should be acknowledged during a return to the workplace roadmap.&nbsp;</li><li><strong>Focus on high-priority meetings only</strong>: The pandemic highlighted the need for all employees to have breaks from meetings during the work week so that they can allocate their hours effectively to both their job and family responsibilities. Continuing this going forward will ensure that an employee’s time is used effectively.&nbsp;</li><li><strong>Offer employee-to-employee support</strong>: In conjunction with an employee parenting resource group, create a platform where working parents can share support, stories, and helpful resources as they navigate a return to the workplace in a post-pandemic world.&nbsp;</li></ul>



<p>Great companies that factor in resources and policies that invest in and support working parents as part of their return to office roadmap will undoubtedly experience a higher engagement level and therefore, a greater ROI.&nbsp;</p>



<p>Navigating the post-pandemic workplace return will be just as precarious as switching to the full remote-work model was at the beginning of last year. So, make sure that your reopening plan reflects the needs of employees’ lives as it stands right now.&nbsp;</p>



<h2 class="wp-block-heading">How Vivvi Helps Employers Support Working Parents&nbsp;</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup child care programs more accessible and affordable. We provide flexible early childhood learning services in your offices, or through <a href="https://vivvi.com/in-home">in-home care</a> and virtual care. Vivvi meets the needs of your business and employees where you are.&nbsp;</p>



<p>To learn more about the benefits and ROI our child care services have provided to businesses like yours, <a href="https://vivvi.com/employers">visit our employer page</a>.&nbsp;</p>


A return to the office is getting closer. Here is what a company needs to do to ensure it supports and invests in working parents as they return to the office. 

Great Companies Are Easing Working Parents Back to The Office | Vivvi

How Great Companies Are Looking to Ease Working Parents Back to The Office


<p>Balancing family and work is an ongoing struggle that many working parents face daily &#8211; even more so since the beginning of the Covid-19 pandemic. If these two key areas of life can’t balance, many working mothers will put caring for their family first.&nbsp;</p>



<p>In the last year, the challenges faced by working parents came to the forefront. According to recent studies carried out by <a href="https://www.pewresearch.org/fact-tank/2021/01/26/a-rising-share-of-working-parents-in-the-u-s-say-its-been-difficult-to-handle-child-care-during-the-pandemic/">Pew Research</a>:</p>



<ul><li><strong>52% of employed parents</strong> with children under the age of 12 struggled to balance both child care and work responsibilities during the pandemic</li><li><strong>50% of working mothers</strong> had to reduce their work hours to compensate for the increase in child care responsibilities</li><li>Unemployment figures for mothers and fathers rose by <strong>2.5% and by 2.8%</strong>, respectively due to multiple factors including <a href="https://link.springer.com/article/10.1007/s42761-020-00028-4">parental burnout</a>. This led to decreased employee retention and increased turnover costs.&nbsp;</li></ul>



<p>While some of these challenges were unforeseen, others were exacerbated by the pandemic and could have been avoided by companies if they had implemented several strategies to make their organization parent-inclusive.&nbsp;</p>



<p>When companies foster a parent-friendly workplace and invest in employees with families, such as providing them with flexible parental leave policies, this can lead to boosted morale and productivity increases. In the state of California where parental leave is mandatory, <a href="https://cepr.net/documents/publications/paid-family-leave-1-2011.pdf"><strong>91% of companies</strong></a> noted a positive effect on both productivity and profitability.&nbsp;</p>



<h2 class="wp-block-heading">What are the Pain Points of Working Parents?</h2>



<p>To meaningfully transform your business, all HR and company leaders must fully buy into tackling this problem and work together to identify the challenges that working parents face. These pain points can be narrowed down to three categories: child care benefits, parental leave policies, and work-life balance.&nbsp;</p>



<ul><li><strong>Inadequate child care benefits: </strong>For years, the benefits package offered by companies solely covered health and dental coverage. Before the pandemic, only <a href="https://shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/Benefits19.aspx"><strong>8% of organizations</strong></a> in 2019 offered access to a child care program (half of which was non-subsidized). Now, employees are looking for those companies that offer comprehensive and flexible family-friendly benefits such as on-site childcare options. Slim child care benefits are no longer adequate.</li><li><strong>Vague parental leave policies: </strong>Another concern for working parents is not having an adequate and robust parental leave policy that reflects the realities of parenthood. If a company’s parental leave policy is insufficient (e.g. doesn’t offer a return to work program after maternity or flexible family leave), this can place more stressors on the working parent and lead to a decline in employee productivity and engagement.&nbsp;&nbsp;</li><li><strong>Poor work-life balance: </strong>Over the last year, employees that have young children have struggled to balance their work and home life responsibilities. Recent research found that <a href="https://s2.q4cdn.com/437609071/files/doc_news/research/2020/covid-19-and-finances-survey.pdf"><strong>57% of parents felt overwhelmed</strong></a>, especially if they didn’t have access to adequate child care during this time. This resulted in many parents, particularly working mothers, experiencing <a href="https://www.nytimes.com/2021/02/04/parenting/working-mom-burnout-coronavirus.html">parental burnout</a> or dropping out of the workforce entirely.&nbsp;</li></ul>



<p>While the pain points of a working parent may change, the core lesson that companies need to remember is that a parent-inclusive work environment supports an employee’s family-related needs; both from a professional and personal perspective.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading">4 Strategies to Create a Parent-Inclusive Workplace</h2>



<p>Working parents are valued members of your team. So, your organization needs to embrace a parent-inclusive company culture. Many companies are successfully <a href="https://vivvi.com/blog/top-employers-for-working-parents">supporting their working parents</a> and with these four strategies, your company can join them.&nbsp;</p>



<h3 class="wp-block-heading">Gain Support From All Levels</h3>



<p>A workplace culture that embraces the needs and realities of being a parent must be supported from all levels of the organization. Companies that are looking to make their workplace parent-friendly should:&nbsp;</p>



<ul><li>Create a comprehensive parent-focused plan that addresses working parents pain points and notes those policies that can improve the workplace for these employees</li><li>Hold open conversations with working parents to ensure a diverse range of family structures and parenting situations are captured within the inclusive strategy</li><li>Seek support and buy-in with members across all levels of the organization e.g. stakeholders, C-Suite level executives, HR professionals, Finance team to department managers</li></ul>



<p>Without support from all levels of the organization, parent-focused policies could fall flat. Gaining support from all levels of the organizational hierarchy will ensure that they are a core part of the workplace environment.&nbsp;</p>



<h3 class="wp-block-heading">Review the Current Company Culture</h3>



<p>An important part of building a parent-inclusive workplace is assessing which areas of your current company culture work and which don’t.&nbsp;</p>



<ul><li><a href="https://vivvi.com/blog/employee-survey-for-working-parents">Gather employee feedback</a> by sending out company-wide employee surveys</li><li>Seek out the perspectives of various organizational levels, e.g. managers and HR professionals</li><li>Speak with your company’s Employee Resource Group (if applicable) and enquire about trends they have seen or issues that have been raised by working parents</li></ul>



<p>Understanding the barriers that your working parents face along with the policies and benefits they find beneficial will help you to cultivate a company culture that is meaningful for everyone. These valuable insights will allow your organization to see what tangible changes are needed to better support parents in the workplace.&nbsp;</p>



<h3 class="wp-block-heading">Improve Communication Channels</h3>



<p>As part of an inclusive workplace, consistent communication across all channels is key. Organizations must strive to ensure that the messages being shared are also being acted upon. To improve communication channels:</p>



<ul><li>Ensure that relevant information concerning parental leave policies and compensation packages are communicated to employees regularly</li><li>Encourage senior management to actively participate in conversations regarding family-friendly policies and are seen utilizing various benefit programs</li></ul>



<p>Employees appreciate when their organization acknowledges and openly discusses the reality of juggling a full-time career and being a parent.&nbsp;</p>



<h3 class="wp-block-heading">Provide Meaningful Childcare Benefits&nbsp;</h3>



<p>Lastly, to transform your organization into a parent-inclusive workplace, your company must provide its employees with robust and meaningful <strong>employer-sponsored child care programs</strong>. Consider implementing the following:</p>



<ul><li>Provide parents with access to on-site child care programs</li><li>Partner with a local child care provider</li><li>Offer flexible and robust parental leave&nbsp;</li><li>Support employees through their fertility efforts&nbsp;</li><li>Set up return-to-work programs for new parents</li></ul>



<p>The addition of child care benefits to your compensation package makes sound business sense. Not only can it reduce the stress that working parents regularly face while improving their productivity levels, but it will also be welcomed company-wide by all team members.&nbsp;</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to provide high-quality, accessible, and affordable childcare options to their employees. With flexible offerings and global coverage, Vivvi meets the needs of your business and your employees where you are. Our early learning program can be availed of on-campus, in-office, in-home, and via virtual care.&nbsp;</p>



<p>Visit <a href="https://vivvi.com/employers">our employer page</a> to learn more about the benefits and ROI our child care program can offer your business.</p>


Parent-inclusive workplaces provide working parents with the policies and support they need to balance their professional and home life efficiently. 

How to Build a Parent-Inclusive Workplace | Vivvi

How to Transform Your Organization Into a Parent-Inclusive Workplace


<p>Child care has quite literally always been the biggest pain point for working parents (and for their employers).&nbsp; Despite the long-reaching impact of these costs on families, employers, and society at large, employers have historically had limited options to support their working families.&nbsp;</p>



<p>Yet, with the onset of COVID-19, “the whole house burned down” for working parents, <a href="https://www.pewtrusts.org/en/research-and-analysis/blogs/stateline/2020/09/28/mothers-are-3-times-more-likely-than-fathers-to-have-lost-jobs-in-pandemic">especially mothers</a> (according to the Center for American Progress).&nbsp; Driven by the urgency and severity of the crisis, many employers are, for the first time, considering how to support their working parent population’s child care needs in a way that is <strong>effective, equitable, and affordable.</strong></p>



<p>Below we’ll highlight some of the biggest pitfalls and best practices that we’ve learned from thousands of conversations and customers for employers who are looking for ways to support working families for the first time:</p>



<h3 class="wp-block-heading">1. There Is No Silver Bullet</h3>



<p>HR professionals instinctively search for a single, elegant solution to broad population pain points.&nbsp; Yet, the unique needs of employees with children dictate that the most successful strategies are driven by a “menu” of options for working families that offer best-in-class solutions to each of the discrete child care stresses that families face: financial, schedule, access, and quality.&nbsp;</p>



<p>The data we’ve seen backs this up: utilization rates increase when families have access to choice, and so, then, does ROI.</p>



<h3 class="wp-block-heading">2. Flexibility Only Works if it’s Rigid</h3>



<p>Offering “flexible work schedules” is a seemingly easy way to support working families, but can backfire <strong>if that flexibility isn’t rigidly enforced by policies and culture within the company</strong>.&nbsp;&nbsp;</p>



<p>In fact, in our conversations with employers small (0-50 people) and large (10,000+), we’ve found that “flexible work policies” without additional support or policies <strong>is the largest driver of burnout among working parents.</strong>&nbsp; Rather than achieving its stated goal of flexible working, parents are forced to work in the margins of their days (or more likely, early mornings and nights).&nbsp;</p>



<p>Flexibility is <strong>most</strong> effective as a tool when accompanied by key policies like no meeting days, no email times, and mandatory vacation days.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">3. Focus on Being Equitable, not Equal</h3>



<p>Too often, HR teams confuse the very admirable goal of deploying “equitably distributed” benefits for a mandate to deploy “equally distributed” benefits across their organization.&nbsp; <strong>Equitably distributed benefits </strong>support specific employee populations that need the most support with focused, tailored offerings.&nbsp; Equitably distributed benefits are high-impact, high-utilization efforts designed to solve a specific set of issues.&nbsp;&nbsp;</p>



<p><strong>Equally distributed benefits</strong>, conversely, assign the same value and set of offerings to the entire company irrespective of need &#8212; and has the opposite of the intended effect: low utilization and high costs.</p>



<p>Parents’ needs, as a population, are the most urgent <strong>today</strong>, and they are most vulnerable to external pressures (indeed, mothers have left the workforce at a 3x to men).&nbsp; As a result, it’s only appropriate that the child care benefits offered to them (and budget allocated towards it) should reflect the intensity of the crisis facing them.&nbsp;&nbsp;</p>



<h3 class="wp-block-heading">4. Money is Only Part of The Issue &#8211; Give Parents What They Need</h3>



<p>Parents’ issues as it relates to child care come down to two major components: accessibility and cost.&nbsp; Families need support finding quality care <strong>and</strong> paying for it.&nbsp;&nbsp;</p>



<p>The most active employers are finding ways to support families on both sides of that equation.&nbsp; Not surprisingly, we’ve found that employers who take a holistic approach towards supporting families have the biggest upside.&nbsp; However, being able to support even part of that equation provides immense relief to working families.&nbsp;</p>



<p>“Sponsored child care was one of the missing, yet essential, benefits that I am thrilled to be able to provide our committed parent employees. The challenges working parents face are plentiful and far reaching, and this is another example of how knowing what matters aids in supporting our valued community.” &#8211; Eileen Benwitt, EVP and Chief Talent Officer, Horizon Media</p>



<h2 class="wp-block-heading">The Big Picture</h2>



<p>These are four very simple strategies as an HR professional and a company leader that you can take to support your working families effectively, equitably, and affordably.&nbsp; While there are more options available to organizations who care today than ever, what’s most important is being thoughtful and disciplined about addressing the challenges that families actually face.&nbsp;&nbsp;&nbsp;</p>



<p>Although it certainly takes effort, building and implementing a successful benefits strategy to support working families is one of the most impactful investments of time and money that an organization can undertake &#8212; driving performance, loyalty and culture in a way that nothing else can replicate.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup care more accessible and affordable.&nbsp; With flexible offerings and global coverage across on campus, <a href="https://vivvi.com/in-home">in-home</a>, in-office and virtual care, Vivvi meets the needs of your business and your employees <em>where you are.&nbsp;</em></p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


We highlight some of the biggest pitfalls and best practices that we’ve learned from customers and HR professionals for employers looking to support working families.

4 Strategies For Employers to Support Working Families | Vivvi

4 Strategies For Employers to Support Working Families


<p>The numbers are startling: of the 4.5 million American women unemployed in 2020, roughly one-third left <a href="https://www.nytimes.com/2020/11/17/business/economy/women-jobs-economy-recession.html">the workforce because of child care demands</a>. And mothers who remain in the workforce spend 15 hours more a week on caregiving, compared to their partners.&nbsp;</p>



<p>There’s nothing more stressful for working parents than having to worry about child care. But the burden has fallen increasingly on women: When child care centers closed suddenly last year, many working mothers were forced to choose between raising — and providing for —&nbsp;their children. The emotional and financial strain is hard to compute, but experts predict the effects could last for years.&nbsp;</p>



<p>Below, we’ll explore the “working mom phenomenon” and look at how Vivvi is helping mothers return to the workforce.</p>



<h2 class="wp-block-heading">Child Care During COVID-19 For Returning to The Office</h2>



<p>Some moms have been able to work from home while shouldering the brunt of child care. But even that “middle ground” comes with its own challenge: burnout.&nbsp;</p>



<p>Others have put their careers on hold and are now eagerly waiting for the reopening of safe, reliable off-site child care.</p>



<p>Returning to a traditional work routine after spending months at home with kids can be daunting, but <a href="https://vivvi.com/blog/choosing-the-right-child-care-option-for-your-family">the right type of care</a> can help ease that anxiety and improve your day-to-day life — at work and<em> </em>at home.</p>



<p><strong>How Vivvi helps working parents return to work:</strong></p>



<ul>
<li>Flexible drop-off schedules.</li>



<li>2, 3, and 5-day schedules</li>



<li>Convenient downtown NYC locations</li>



<li>Infant, toddler, and preschool programs engage children in The Vivvi Learning Model as young as 6 weeks old</li>



<li>In-Home program available beyond New York</li>
</ul>



<h2 class="wp-block-heading">Child Care for Parents Who Work From Home</h2>



<p>As any parent who has tried it knows, working from home with the threat of Zoom-bombing children has its own challenges. In order to maintain focus during the workday without worrying whether your children are being cared for, families <a href="https://vivvi.com/blog/choosing-the-right-child-care-option-for-your-family">find all sorts of solutions,</a> from daycare to nannies.</p>



<p><strong><a href="https://vivvi.com/blog/child-care-providers-covid-procedures">Benefits of Child Care</a> When You’re Working From Home:</strong></p>



<ul>
<li>It establishes a routine for both you and your child</li>



<li>You’re able to focus on work.</li>



<li>It reduces the stress of juggling multiple responsibilities.</li>



<li>Children have enriching, educational experiences.&nbsp;</li>



<li>You can savor more quality time together outside of work.</li>
</ul>



<h2 class="wp-block-heading">Choosing Between Child Care Centers and In-Home Care</h2>



<p>Vivvi offers early childhood education centers and in-home options, each with its own benefits.&nbsp;</p>



<h3 class="wp-block-heading">Child Care and Early Learning Campuses in New York</h3>



<p>Our campuses in downtown Manhattan have remained open throughout the pandemic, and we’ve implemented a comprehensive health and safety plan to keep parents, children, teachers, and administrators safe. (<a href="https://go.vivvi.com/health-safety-plan">Read more about our Covid-19 procedures.</a>)&nbsp;</p>



<p>Additionally, our flexible programs are designed for working parents, especially as they strive to regain their footing and return to normalcy.</p>



<p><strong>Vivvi’s child care centers allow you to:&nbsp;</strong></p>



<ul>
<li>Return to work knowing your kids are being cared for.</li>



<li>Rest easy knowing that there are strict virus precautions in place.&nbsp;</li>



<li>Give your child an enriching, developmentally appropriate experience to help children reach their milestones and develop their social and emotional skills.</li>



<li>Choose a program and schedule that suits your work schedule.</li>
</ul>



<h3 class="wp-block-heading">In-Home Child Care with Vivvi</h3>



<p>Whether you work from home or spend all day at the office, <a href="https://vivvi.com/in-home">Vivvi In-Home</a> offers programming to help. Our warm, qualified teachers bring the Vivvi Learning Model right to you, and our centralized team supports curriculum development that takes an individualized approach. Children, in turn, get to experience a vast array of age- and developmentally appropriate lessons and activities in the place they happen to know best: their home.&nbsp;</p>



<p><strong>Vivvi In-Home Offers:&nbsp;</strong></p>



<ul>
<li>The ability to stay put in a comfortable, safe, and familiar environment</li>



<li>Flexible programs to suit your schedule.</li>



<li>The full child care and Vivvi Learning Model experience without leaving your home.</li>



<li>Teachers who follow strict health and safety guidelines</li>



<li>The full range of supplies and materials.</li>
</ul>



<p>To learn more about our In-Home program and New York City campuses, <a href="https://vivvi.com/contact">send us a note.</a></p>


Child care options for working mothers and work from home moms. This is how Vivvi’s Child Care and Learning campuses can help mothers return to the workforce during COVID-19.

Child Care for Working Mothers During COVID-19 | Vivvi

Working Moms & The Benefits of Child Care During COVID-19


<p>As companies all over America look to re-opening offices in the next few months, there are concerns over how many working parents with young children will be able to <a href="https://vivvi.com/blog/mapping-the-return-to-work">return to the office.</a> Millions of working mothers have dropped out of the workforce as they did not have access to quality child care &#8211; and since many child care providers shut down permanently as a result of COVID-19, this trend will continue well into 2021 and beyond.</p>



<p>Employers who wait too long to address this critical need are at high risk of losing more of their workforce and experiencing lower levels of employee morale. They need to meet working parents where they are and offer support accessing child care or risk dealing with increased turnover.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading">The Employee Retention Dilemma: Can Employers Overcome It?</h2>



<p>The COVID-19 pandemic exacerbated the already critical need for easy access to child care to support a healthy economy and workforce. While companies such as PwC <a href="https://vivvi.com/blog/top-employers-for-working-parents">put extra measures in place to support working parents</a>, others lost a percentage of their female employees across all levels of seniority <a href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf">to take care of their kids</a>.</p>



<p>Since February 2020, approximately <a href="https://www.nbcnews.com/know-your-value/feature/taking-side-steps-turning-down-promotions-how-working-mothers-are-ncna1256542"><strong>9.8 million jobs were lost</strong></a> of which women account for 55% of those losses. The brunt of child care fell disproportionately on the shoulders of working mothers resulting in:&nbsp;</p>



<ul><li>Reduced working hours</li><li>Stalled corporate growth</li><li>Leaving the workforce entirely</li></ul>



<p>Parents are at breaking point and are looking to their employers for assistance to ensure that they can continue to keep a balanced work/home life. Below, we look at the strategies that companies can put in place now to provide efficient child care solutions that increase retention levels and employee engagement.&nbsp;&nbsp;</p>



<h2 class="wp-block-heading">Four Key Ways Companies Can Ensure Working Parents Don’t Get Left Behind&nbsp;</h2>



<p>Navigating a return to work will cause a degree of stress and worry for all team members &#8211; especially parents. Not only do they have to readjust after working remotely but they also have to make arrangements for their children.&nbsp;</p>



<p>This will be an overwhelming task. So, how can employers assist? At Vivvi, we always encourage a holistic approach that honors the whole person.&nbsp;</p>



<h3 class="wp-block-heading">1. Support &amp; Community: Creating Employee Resource Groups</h3>



<p>Showing working parents that you care is a key driver of employee engagement and performance levels. While parents will have the support of family, they also look to colleagues and employers for support.&nbsp;</p>



<p>Establishing a working parents <a href="https://www.catalyst.org/topics/ergs/">employee resource group (ERG)</a> can be highly effective. These employee-led groups provide a space for coworkers with similar experiences to come together to connect, provide insights, and share resources. For parents, a dedicated ERG provides the support that many are looking for in the workplace &#8211; from tips on navigating child care options to resources for transitioning back to work after parental leave.&nbsp;</p>



<h3 class="wp-block-heading">2. Immediate Support: Robust and Flexible Family Leave Policy</h3>



<p>A robust and flexible family leave policy offers immediate support when parents need it most. Today’s working parents appreciate companies that adapt quickly to the realities of parenthood. Not only will it positively impact the lives of parents, but it will also drive business results as an organization.&nbsp;</p>



<p>Deloitte is one company that is well known for its strong and robust parental leave policy. The company provides paid parental leave up to an average of 22 weeks in addition to return-to-work programs, financial support for quality child care, and flexible transitioning back to full-time work.&nbsp;</p>



<p><em>“There’s NOTHING better than when you have a conversation about having a child and your male leader reminds you to take the time you and your baby need since this time is so precious and reconfirms your role/job will be here when you return.”</em></p>



<ul><li><em>Employee at Deloitte, </em><a href="https://www.greatplacetowork.com/best-workplaces/parents/2020"><em>Great Place to Work’s Best Workplaces for Parents, 2020</em></a></li></ul>



<h3 class="wp-block-heading">3. Medium-Term Support: Deliberate Flexibility&nbsp;</h3>



<p>If employee engagement is a concern, then you must ensure that benefits for working parents extend beyond parental leave.&nbsp;</p>



<p>During the pandemic, many companies learned that child care is prioritized over career responsibilities &#8211; this was especially true in the case of working mothers. One way to mitigate this is to provide working parents with the accommodations that they need.</p>



<p>Companies should look at ways to help working parents take the time that they need to balance both their career and family lives. Whether that is by setting enforced vacation days or putting a “no-meeting day” policy in place. Parents need flexibility now more than ever before &#8211; deliberately providing flexible work arrangements can lead to improved employee performance and productivity levels.&nbsp;</p>



<h3 class="wp-block-heading">4. Long Term Support: Employer-Sponsored Child Care&nbsp;</h3>



<p>Employer-sponsored child care assistance programs are no longer just for employees in Fortune 100 companies. Access to efficient and affordable child care providers is something that all parents have to navigate &#8211; and this shouldn’t be done alone.&nbsp;</p>



<p>Without employer-sponsored child care policies in place, working parents will struggle to access the resources they need to continue partaking in the workforce.&nbsp;</p>



<p>Businesses should provide access to varied child care options such as in-home child care services, child care subsidies, and access to a high-quality early learning center. This will inevitably reduce turnover costs and increase business innovation and productivity.&nbsp;</p>



<h2 class="wp-block-heading">Child Care is a Collective Issue: Why Vivvi is Treating it As Such</h2>



<p>At Vivvi, we believe that child care is not solely an issue for the parent to resolve but one that deserves collective attention. That’s why we partner with businesses to provide employees with access to effective, accessible, and affordable child care solutions.&nbsp;</p>



<p><em>“This is one of the most important employer benefits that people aren’t really thinking through when considering employee compensation packages. It is in line with a company culture [that tells employees] you can be a badass working mom, or dad, and have a family, and we’ll help you do both.”</em></p>



<ul><li><em>Agatha Kluk, Kluk Farber</em></li></ul>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup care more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


Child care support can improve employee engagement and reduce turnover costs. Discover the four key ways to implement this in your company. 

How to Survive The Retention Drop of Working Parents | Vivvi

Survive The Retention Drop: Providing Child Care Options Improves Employee Engagement


<p>Having a full-time career and being a parent isn’t easy, even in the best of times. While the COVID-19 pandemic left many working parents feeling overwhelmed with child care responsibilities, this is not a new problem. In pre-pandemic times, an astounding <a href="https://info.mavenclinic.com/pdf/parents-at-the-best-workplaces?submissionGuid=698b6f3f-600d-481d-b947-eb5c9d7be813"><strong>43%</strong> <strong>of new mothers</strong></a> were leaving the labor force after having a baby.&nbsp;</p>



<p>Retention of parents depends on continuous company support that extends beyond parental leave. And today’s working parents want to work for companies that offer:&nbsp;</p>



<ul><li>Extensive child care assistance programs</li><li>A robust and flexible family leave policy</li><li>The creation of employee resource groups</li><li>Empathy and understanding regarding the stressors that are part of parenthood</li></ul>



<p>Below, we look at a handful of America’s top companies that are going above and beyond to ensure that working parents have the resources they need to excel in their professional and family lives.&nbsp;</p>



<h2 class="wp-block-heading">Three Companies Providing the Best Working Environment for Parents</h2>



<p>The best companies for working parents distinguish themselves by providing continuous and holistic support to parents throughout each step of family life. This, in turn, results in a better bottom line for the company, increased employee engagement, and improved retention levels.&nbsp;</p>



<p>Each of the companies listed below provides child care assistance programs that offer options such as fertility coverage, extensive parental leave policies, and support finding child care which inevitably back out to increases in business innovation and keeping top talent.&nbsp;</p>



<h3 class="wp-block-heading">American Express</h3>



<p>AMEX ranked ninth place <a href="https://info.mavenclinic.com/pdf/parents-at-the-best-workplaces">in Maven HR’s Parents at the Best Workplaces study</a>. This globally integrated payment company offers an enhanced benefits program that puts both parents and mental well-being front and center.&nbsp;</p>



<p>American Express actively supports parents by offering a gender-neutral paid parental leave of 20 weeks for both full and part-time employees; a benefit that has been highly praised by employees. Also, the company supports the working mother by assisting with leave and return-to-work transition, and free breast milk shipping while traveling for work. The company also offers assistance programs that support the costs associated with adoption, surrogacy, and fertility treatments.&nbsp;</p>



<p><em>“The parental leave policy is amazing. It truly differentiates Amex. I’ve personally used this benefit and it makes me want to be more loyal to the company because of benefits like this that it offers.”</em></p>



<ul><li><em>Working Father at American Express, </em><a href="https://info.mavenclinic.com/pdf/parents-at-the-best-workplaces?submissionGuid=698b6f3f-600d-481d-b947-eb5c9d7be813"><em>Parents at the Best Workplaces Report</em></a></li></ul>



<p>There is a clear commitment by American Express to provide employees with the tools that they need to balance the demands of work and family. This has resulted in 97% of surveyed employees confirming that they are proud to say they work there.</p>



<h3 class="wp-block-heading">Cisco</h3>



<p>Tech giant Cisco is paving the way for innovative solutions that recognize the value of parental leave for recruitment and retention purposes in addition to creating <a href="https://vivvi.com/blog/companies-invest-in-working-parents-back-to-office">new benefits for working parents</a> &#8211; such as their “returnship programs” that offer resources to address issues like the stress of <a href="https://vivvi.com/blog/mapping-the-return-to-work">returning to work</a> and postpartum depression. </p>



<p>Cisco created a workplace environment for parents that acknowledged the stressors they face and help them feel confident in maternity, paternity, and adoption processes.&nbsp;</p>



<p>Mothers returning to work in Cisco have private use of dedicated “parenting” spaces that allow them to avail of privacy needed for breast pumping. Parents can also access child care benefits such as on-site early learning centers and nearby child care options, depending on their preference.</p>



<p>The company’s extensive paid parental leave gives a child’s main caregiver 13 consecutive weeks of leave and a supporting caregiver four weeks of paid leave. Additionally, the company is transparent about providing cost subsidies for baby equipment and fertility treatments.&nbsp;&nbsp;</p>



<p>Most recently, the company extended its belief that working parents should be supported by working with #FirstResponsdersFirst to provide <a href="https://thriveglobal.com/stories/first-responders-first-cisco-bright-horizons-childcare/">free child care for frontline healthcare workers</a> during the COVID-19 pandemic.&nbsp;</p>



<h3 class="wp-block-heading">PwC</h3>



<p>PwC is another exemplary example of a company that makes sure parenthood is acknowledged, supported, and rewarded as part of an employee benefits program. Flexibility and assistance are core principles that underpin the support programs offered to the working parents of PwC.</p>



<p>The company believes that its employees can have a fulfilling and rewarding career while also being fully committed to family. The firm activated Parent Flexibility Champions in each of its markets that acts as an advocate and support for those parents that work on flexi-time arrangements.&nbsp;</p>



<p>Additionally, PwC provides child care assistance options such as:&nbsp;</p>



<ul><li>Emergency back-up child care reimbursement programs</li><li>Prenatal information, free breast pumps,&nbsp; and ongoing lactation support for nursing mothers</li><li>Access to back-up child care centers</li><li>Unlimited family sick days</li><li>Personalized help with recruiting, vetting, and choosing a child care provider</li></ul>



<p>The Big Four firm revamped its child care offering to respond to the needs of pandemic parenting by <a href="https://www.benefitnews.com/list/pwc-ramps-up-child-care-benefits-for-virtual-back-to-school"><strong>adding optional perks</strong></a> such as protected time which allows parents to not be disturbed during homeschooling, reduced work schedules, flexi-time, and tutoring services for children.&nbsp;</p>



<p><em>“The flexibility is key for me as it allows me to achieve a work/life balance. Also, real-time recognition and be well/work well or other financial initiatives allow me to do little things that make my life better.”</em></p>



<ul><li><em>An employee at PwC, </em><a href="https://www.greatplacetowork.com/best-workplaces/parents/2020"><em>Great Place To Work’s Best Workplaces for Parents, 2020</em></a><em>&nbsp;</em></li></ul>



<h2 class="wp-block-heading">Not Just For Fortune 100 Companies: Making the Case For Employer-Sponsored Child Care Support&nbsp;</h2>



<p>For many years, child care support as part of a benefits program was only accessible to team members of Fortune 100 companies. Yet, times are changing and more companies are opening their eyes to the reality of providing employer-sponsored child care options.</p>



<p>Parents value child care at the same level as paid time off, equity, and a well-paid salary. According to <a href="https://f.hubspotusercontent40.net/hubfs/7061949/Vivvi%20Whitepaper%20updated%20branding.pdf">research conducted by Vivvi</a>, 76% of parents would be willing to leave their current jobs for one that offered child care options at the same pay &#8211; making it one of the most effective retention tools at a company’s disposal.&nbsp;</p>



<p>The potential benefits that it offers employers of all sizes is another reason why child care support should not be reserved for those at larger companies. Access to on-site and in-home child care support can reduce turnover by up to 60% and increase productivity by up to 71% &#8211; this inevitably will improve a company’s ROI in the long run.&nbsp;</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup care more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


Working parents need continuous and holistic employer-sponsored child care support. This list looks at three companies that put parents front and center. 

The Top Employers Supporting Working Parents | Vivvi

Beyond Parental Leave: The Top Employers Supporting Working Parents


<p>The year 2020 marked the beginning of an unprecedented child care crisis in the United States. With many child care programs closed full time until the latter half of the year, it has posed significant challenges for both working parents and the economy.&nbsp;</p>



<p>Now, as we face another year that is clouded with uncertainty, this article will discuss how child care assistance programs would help ensure that the economic growth can fully recover again.</p>



<h2 class="wp-block-heading">Working Parents and their Employers: Bearing the Brunt of COVID Closures and Restrictions</h2>



<p>The labor market impact of the pandemic has greatly affected working families. <a href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf">A joint study conducted in 2020 between McKinsey &amp; Company and LeanIn.Org</a> sought to understand the impact of the pandemic on mothers in the workplace comparative to fathers. They found that 1 in 3 women in the workplace were considering downsizing or dropping out entirely.</p>



<figure class="wp-block-image size-large"><img decoding="async" loading="lazy" width="736" height="305" src="https://vivvidotcom.wpcomstaging.com/wp-content/uploads/2021/03/women-in-the-workplace-2020-chart-mckinsey-and-company-leanin.png" alt="Fathers vs. Mothers considering leaving the workplace to take care of children - from women in the workplace study 2020" class="wp-image-1763" srcset="https://vivvidotcom.wpcomstaging.com/wp-content/uploads/2021/03/women-in-the-workplace-2020-chart-mckinsey-and-company-leanin.png 736w, https://vivvidotcom.wpcomstaging.com/wp-content/uploads/2021/03/women-in-the-workplace-2020-chart-mckinsey-and-company-leanin-300x124.png 300w" sizes="(max-width: 736px) 100vw, 736px" /><figcaption>Source: <a href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf">Women in the Workplace 2020</a></figcaption></figure>



<p>Although some child care centers have been lucky enough to reopen during COVID-19, not all parents are in a position to take advantage of these opportunities. As COVID cases continue to surge across different parts of the U.S, parents are either hesitant to send their children back to daycare over safety concerns, are no longer in the financial position to access these programs, or can’t rely on family support e.g grandparents as childminders.&nbsp;</p>



<p>If no plans for intervention or financial assistance are put into place by both the government and corporations soon, many parents will have to refrain from re-entering the workforce until their children can be safely looked after by trained early childhood educators.&nbsp;</p>



<p>As the child care industry supports parents and allows them to confidently work knowing their children are being safely looked after, without stable growth in this sector a lot of industries will not be able to get back to where they were before the pandemic.&nbsp;</p>



<p>After all, the labor market will not be able to function if it’s missing its core age demographic: parents.</p>



<h2 class="wp-block-heading">What Has Been the True Cost of Child Care During the Pandemic?</h2>



<p>Access to affordable and high-quality child care has long been an issue for parents and many facilities have struggled to provide quality care that meets the needs of the parents with limited revenue sources.&nbsp;</p>



<p>Although the US Congress did pass the Coronavirus Aid, Relief, and Economic Securities (CARES) Act that provided over $3 billion in funding at the start of the pandemic, this was painfully insufficient putting almost half of America’s early learning facilities at risk of permanent closure.&nbsp;</p>



<p>Many families couldn’t afford the true cost of pre-pandemic quality child care programs that adequately compensated teachers and boosted insufficient funding resources. Now, these child care costs have <a href="https://www.cnbc.com/2020/09/03/costs-for-child-care-centers-jump-47-percent-amid-the-coronavirus-pandemic.html">increased by approximately 47%</a> as a result of needing enhanced health and safety measures, such as PPE and sanitizing equipment, and a reduction in program capacity.&nbsp;</p>



<p>These costs are too much for early learning providers to shoulder on their own and it is for this reason that improved public and federal funding is a necessity to ensure that child care centers can continue to keep their doors open.&nbsp;</p>



<p>To save the child care market and to offset the true costs that the COVID-19 pandemic has placed on parents and child care centers alike, significant investments are needed on the public, corporate and federal levels to stabilize this industry.&nbsp;</p>



<h2 class="wp-block-heading">Reopening the Economy: The Need for Employer-Sponsored Child Care Funding&nbsp;</h2>



<p>While there is much work to be done on behalf of the government to ensure that child care can be accessible to all, the responsibility lies just as much on the shoulders of the employer.&nbsp;</p>



<p>As we have mentioned previously, <a href="https://vivvi.com/blog/why-employers-should-support-working-mothers">child care is not a luxury</a> &#8211; it is a necessity. Without it, parents can’t work and the economy won’t return to normal.&nbsp;</p>



<p>The cost of providing employer-sponsored child care funding as part of an employee benefits program would be much less of a burden than leaving it as the responsibility of the individual parent. The outcome would be considerably better.&nbsp;</p>



<p>A company that offers child care options, either on-site or to pay for child care at home, will notice a significant improvement in productivity output, motivation levels, and employee satisfaction. When a working parent is given the resources they need to look after their family and to do their job well, they will become a highly engaged employee resulting in great company returns.&nbsp;</p>



<p>This testimonial from Eileen Benwitt, the Executive Vice President and Chief Talent Officer of Horizon Media, outlines just how much of an impact their partnership with Vivvi to provide <a href="https://vivvi.com/blog/child-care-providers-covid-procedures">child care services</a> has had:</p>



<p><em>“This was one of the missing, yet essential, benefits that I am thrilled to be able to provide our committed parent employees. The challenges working parents face are plentiful and far-reaching. Horizon’s culture is steeped in employee customization and this is another example of how knowing what matters aids in supporting our valued community. The feedback from our employees has been nothing but positive.”</em></p>



<p>Employer-sponsored funding that provides employees with affordable access to early learning programs is the step needed to reopen the economy and to solve America’s current child care crisis.&nbsp;</p>



<h2 class="wp-block-heading">We Partner With Employers to Support Working Parents</h2>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup care more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;</p>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


The US economy is struggling without easy access to child care. We look at how much impact the child care crisis has on the economy. 

The US Child Care Crisis During COVID-19 And Beyond | Vivvi

The Stark Reality of The US Child Care Crisis During COVID-19 And Beyond


<p>There are approximately 23.5 million working mothers in the United States, almost <a href="https://www.census.gov/library/stories/2020/05/the-choices-working-mothers-make.html">one-third of all employed women</a> &#8211; and the pandemic has hit them much harder than fathers.&nbsp;</p>



<p>Pandemic parenting means a double shift of a full day of work combined with a full day of homeschooling, plus caring for children and tackling never-ending household chores. As a result, other studies point to another stark reality: The working mothers who have remained in the labor force throughout the pandemic have <a href="https://onlinelibrary.wiley.com/doi/full/10.1111/gwao.12506">reduced their hours</a> 5x more than fathers have.</p>



<p>Employers all over America have lost women in all sectors and at all levels of management. Juggling child care along with a full-time job without efficient employer support is too much. So how can companies better support this population of the workforce so that these employees can work productively while gaining access to child care that is affordable and effective?</p>



<p>Below, we’ll take a look at the many ways that today’s employers can rise to the challenge of <a href="https://vivvi.com/blog/4-strategies-for-employers-support-working-families">supporting working parents</a> in 2021 &#8211; and beyond.&nbsp;</p>



<h2 class="wp-block-heading">Working Parents Are At Their Wit’s End</h2>



<p>As we’ve seen during the pandemic, working parents had to balance their commitment to their careers and their families. According to a recent report by <a href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf">McKinsey &amp; Company</a>, one in three working mothers last year considered downsizing their careers or leaving the workforce entirely.&nbsp;</p>



<p>The American child care crisis is systemic, and companies should be leveraging opportunities to acknowledge and reduce the considerable stress and struggles of working parents.&nbsp;</p>



<p>Support for parents needs to go beyond modern workplace perks like the ability to work from home or have flexible vacation days. HR professionals and CEOs alike have the opportunity to offer varied and timely assistance programs as part of a benefits package that will alleviate many of the child care stressors working parents are currently facing.&nbsp;</p>



<p>What today’s parents need from employers, above all else, are policies and compensation packages that address their real pain points &#8211; access to high-quality child care support.&nbsp;</p>



<h2 class="wp-block-heading">How Companies Can Support Parents in 2021 and Beyond</h2>



<p>Employers and HR teams should look at implementing tangible and proven strategies when it comes to supporting the working parent in 2021 and beyond. While perks such as flexible hours will help to an extent, support for working parents should be an integral part of communications, policies, benefits, and training.&nbsp;</p>



<p>These are some of the key initiatives you can implement to support&nbsp; the productivity, health, and wellbeing of your working parents:</p>



<ul><li><strong>Communicate with parents every month</strong> &#8211; Ask your working parents what they need from their manager, HR team, and the company regularly. Act on any feedback given in an effective and timely manner.</li><li><strong>Set out best practices for meetings</strong> &#8211; Set company-wide standards that help to eliminate unnecessary meetings and allow your employees to have weekly “no-meetings” time blocks so that they can work efficiently and plan their work schedule accordingly.</li><li><strong>Help working parents to navigate child care options</strong> &#8211; Provide expert guidance on a 1:1 basis so that parents can navigate and take advantage of child care program options that suit their needs.&nbsp;</li><li><strong>Bring in experts to lead webinars and training sessions</strong> &#8211; Expert speakers can lead webinars that are directed at helping working parents deal with topics such as burnout or managing their child’s wellbeing. Additionally, experts can train employees in managerial roles on how to understand and support the needs of parents.&nbsp;</li><li><strong>Provide equitably distributed benefit packages</strong> &#8211; <a href="https://vivvi.com/blog/employer-sponsored-child-care-programs-healthy-economy">Parents are facing a crisis</a>. That’s why an equitably distributed benefits package that offers tailored offerings will be much more beneficial in improving their real pain points.&nbsp;</li></ul>



<h2 class="wp-block-heading">Employer-Sponsored Child Care is Good For Business</h2>



<p>Everyone wins when companies provide effective child care assistance benefits to working parents. And it’s no secret that a positive, happy company culture increases employee engagement and productivity and attracts new talent.&nbsp;</p>



<p>A recent <a href="https://www.mavenclinic.com/lp/parents-at-the-best-workplaces-2020">Great Place to Work study</a> found that employers who provide family-friendly work perks &#8211; from on-site child care providers to in-home support &#8211; improve not only their employees’ wellbeing and quality of life, but that companies that invest in working parents usually see a 5.5x revenue growth. Parents who feel cared for by their employers tend to generate better ideas; they’re also shown to be more engaged and productive at work.&nbsp;</p>



<p>Investing in child care services as part of an employee benefits package and amping up support in key areas of employees’ lives is undoubtedly good for business.&nbsp;</p>



<h2 class="wp-block-heading">Access to Child Care is Not a New Problem, But It Will Continue to Be Without Employer Intervention&nbsp;</h2>



<p>The end to the child care crisis will not happen overnight, and if it’s to happen, companies must take action soon. If they don’t, America will likely face a massive and historic shift in its labor force.&nbsp;</p>



<h3 class="wp-block-heading">We Partner With Employers to Support Working Parents</h3>



<p>Vivvi partners with employers of all sizes to make high-quality full-time and backup care more accessible and affordable. With flexible offerings and global coverage across campus, in-home, in-office, and virtual care, Vivvi meets the needs of your business and your employees where you are.&nbsp;</p>



<p><em>“</em><em>If you can’t show up for work, none of those other perks matter. How do we make child care fit our generation? It’s about work-life integration</em><em>”</em></p>



<ul><li><em>Camilla Marcus, Westbourne</em></li></ul>



<p><a href="https://vivvi.com/employers">Visit our employer page</a> to learn more about the benefits and ROI our child care offerings have provided to businesses like yours.</p>


Child care is a necessity yet many companies aren't investing in child care options. Here's a case for corporate America to change that.

Employers Must Meet The Child Care Challenges of Working Moms | Vivvi

Why Employers Must Meet The Child Care Challenges of Working Mothers


<p>Balancing work and family life is always a challenge. Add a global pandemic into the mix, and you’ve got overwhelmed parents and stressed-out employees at their breaking point. Every company can benefit from providing support for working parents. This article looks at the benefits to employers providing access to child care options and why child care is one of the most impactful benefits you can offer employees.&nbsp;</p>



<h5 class="wp-block-heading">Are Accessible Child Care Options Part of Your Company’s Benefits Package?</h5>



<p>Working parents make up a large percentage of the American workforce. According to the Bureau of Labour Statistics, <a href="https://www.bls.gov/news.release/pdf/famee.pdf">63% of American families with children</a> have both parents working. Child care is also a significant expense for working families. In many states, child care costs more than college tuition.&nbsp;</p>



<p>It is not surprising then that childcare benefits are as essential to working parents as sick days, health benefits, and 401ks. Surprisingly, only 6% of American companies offer their employees child care benefits. Many companies think that child care benefits are too expensive, but there are many ways to support working parents.&nbsp;</p>



<p>Accessible child care options can take on many forms, from onsite child care, child care subsidies to providing in-home or back-up child care. Many companies are looking to add child care benefits to improve work-life balance and <a href="https://vivvi.com/blog/4-strategies-for-employers-support-working-families">support working parents</a>.&nbsp;</p>



<h5 class="wp-block-heading">Why Childcare Impacts All of Your Employees</h5>



<p>Offering child care benefits to employees is a massive boost to working parents, but it can benefit everyone in the company, even those without kids. Child care benefits decrease absenteeism, increase overall job satisfaction, enhance employee retention, and strengthen employee commitment to their job.&nbsp;</p>



<p>Child care benefits can also make your workplace more equitable. A study by <a href="https://www.thirdway.org/report/the-fatherhood-bonus-and-the-motherhood-penalty-parenthood-and-the-gender-gap-in-pay">Michelle Budig</a> on Gender and The Pay Gap found that on average, men’s earnings increased more than 6 percent when they had children (if they lived with them), while women’s decreased 4 percent for each child they had. Child care benefits for all employees are one way to even out this gender gap.&nbsp;</p>



<p>Benefits should also be offered to all employees, regardless of gender. Although women statistically benefit most from child care benefits, all parents need support.&nbsp;</p>



<h5 class="wp-block-heading">The Benefits that Employers Receive By Working with a Child Care Provider</h5>



<p>Working parents are not the only ones to benefit from child care options. Child care is the most impactful benefit employers can invest in for their people and themselves. Here are some of the benefits:</p>



<h6 class="wp-block-heading">Boosts Productivity&nbsp;&nbsp;</h6>



<p>Juggling child care and work is always a challenge. A recent <a href="https://strongnation.s3.amazonaws.com/documents/602/83bb2275-ce07-4d74-bcee-ff6178daf6bd.pdf?1547054862&amp;amp;inline;%20filename=%22Want%20to%20Grow%20the%20Economy?%20Fix%20the%20Child%20Care%20Crisis.pdf%22">study</a> found that employers lose close to $13 billion in earnings and productivity each year due to inadequate child care resources.&nbsp;</p>



<p>Working parents who don’t have to worry about a sick child at home, or stressing over a babysitter that canceled at the last minute, are better workers. When parents have access to high-quality child care, they are more engaged at work, which benefits your bottom line.&nbsp;&nbsp;&nbsp;</p>



<h6 class="wp-block-heading">Increases Retention Levels&nbsp;&nbsp;</h6>



<p>Turnover costs for replacing and retraining a new employee can be astronomical. It is estimated that 20-35% of working mothers who give birth do not return to their previous jobs. When <a href="https://www.fastcompany.com/3062792/patagonias-ceo-explains-how-to-make-onsite-child-care-pay-for-itself">Patagonia</a> introduced on-site child care, they saw 100% of working moms return to work after maternity leave.&nbsp;</p>



<p>On-site child care can significantly reduce employee turnover as parents can be close to their children as they work, which is especially important for parents who breastfeed.</p>



<h6 class="wp-block-heading">Acts as a Powerful Tool for Recruitment&nbsp;</h6>



<p>Child care benefits are a sought after benefit for new employees. IF you are looking to recruit the best, child care benefits are a massive incentive for recruiting talented workers.&nbsp;</p>



<p><em>“This was one of the missing, yet essential, benefits that I am thrilled to be able to provide our committed parent employees,”&nbsp; “The challenges working parents face are plentiful and far reaching. Horizon’s culture is steeped in employee customization and this is another example of how knowing what matters aids in supporting our valued community. The feedback from our employees has been nothing but positive.”</em></p>



<ul><li><em>Eileen Benwitt, Executive Vice President and Chief Talent Officer at Horizon Media</em></li></ul>



<h5 class="wp-block-heading">What Do Employees Value Most in Employer-Provided Child Care Options</h5>



<h6 class="wp-block-heading">High-Quality Child Care&nbsp;</h6>



<p>Finding High-quality, affordable child care is one of the top concerns for working parents. Not all child care is created equal, and study after study has shown the importance of high-quality care on a child’s development and overall well being.&nbsp;</p>



<h6 class="wp-block-heading">Flexibility&nbsp;</h6>



<p>For working parents who are juggling deadlines and sick kids, having flexibility in the child care options is extremely valuable. The opportunity to call in a backup babysitter if a child is sick is a huge benefit. Child care options that offer extended hours, weekend care, or early and late pickup can be extremely valuable.&nbsp;</p>



<h6 class="wp-block-heading">On-Site Child Care&nbsp;</h6>



<p>Not having to stress about being late for drop-off and pick-up times is a massive bonus for working parents. Onsite child care means the kids go to work with you, and many parents feel better knowing they can pop down and say hello to their child at any point in the day. Onsite child care is also a huge bonus for parents that breastfeed as they can feed their child on demand throughout the day.&nbsp;</p>



<h5 class="wp-block-heading">Why Should Your Company Work with Vivvi? Let Us Explain.&nbsp;</h5>



<p>Vivvi provides High-quality, on-site child care that meets the needs of your business and your employees. Not just a child care provider, Vivvi partners with employers of all sizes to make exceptional full-time and backup care more accessible and affordable.</p>



<ul><li>We offer <strong>onsite child care and learning </strong>that can transform an unused office space into an inspiring, nurturing environment for children.&nbsp;</li><li>We also offer <strong>back-up child care with flexible schedules</strong> that work with your employee’s needs.&nbsp;</li><li>If your employees work from home, we can provide dependable <strong>in-home care </strong>that lets them stay productive while their children are engaged and learning.&nbsp;</li><li>We have <strong>flexible enrollment options</strong>, which means you have child care when and where you need it.&nbsp;</li></ul>



<p><em>“</em><em>From the moment we met with the Vivvi team, we knew it was going to be a great fit for our daughter. Her teachers and the entire team have been amazing and their support has made the transition back to work so seamless for me.&nbsp; We love all of the activities that are focused on her individualized development.The app is great and keeps up informed throughout the day of all the fun she&#8217;s having!”</em></p>



<ul><li><em>Erin Tuliebitz, Hilton</em></li></ul>



<p>If you have any questions about how <a href="https://vivvi.com/employers">Vivvi </a>can help you support the working parents in your business, <a href="https://vivvi.com/contact">contact us</a> to speak to one of our staff today.&nbsp;</p>


The pandemic has pushed working parents to their limit. Read why employers should support working parents by providing child care options at this stressful time.

How Employers Benefit By Providing Child Care For Working Parents

Employers: Here’s Why You Should Be Providing Working Parents with Child Care Options

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