Beach days have come to an end as summer camps are closing their doors. School days are here for many and right around the corner for others. With National Back To School Month recognized in August, (or spilling into September, depending on where you live in the U.S.), many working parents are navigating the transition back to a routine of morning carpool lines, forgotten lunch drop-offs and after school activities.
As the daily hustle changes, it’s important to remember that work-life balance isn’t only a challenge for parents. The transition to fall isn’t just hectic for parents, non-parents also face new priorities (think traffic flow for commuters and busier times towards the year-end). Parents and non-parents at work deserve a supportive environment that allows them to thrive both personally and professionally. Fostering a culture that balances the needs of both types of employees at work is crucial for building a collaborative, flexible and fair workplace.
Creating a Fair Workplace for Parents and Non-Parents
The fair workplace environment doesn’t just happen by chance. To make this happen, it requires intentional policies and practices that will prioritize inclusivity in the office, regardless of family status. One of the biggest misconceptions in the workplace is that in order to support parents this means placing a heavier responsibility burden on non-parents. However, the key is to create policies that allow for flexibility, balance, and encouraging shared responsibility.
According to Resume Lab, 72% of respondents said they have noticed that childfree workers were treated unfairly because they don’t have children. Biased treatment can also negatively impact parents. 67% observed that parents were mistreated because they have children. To resolve these concerns, workplace leadership must start with fairness. This can look like having a robust leave policy, flexible hours and remote work options that apply to everyone. You must also pay attention to fairness policies that can have subjective bias such as when issuing pay raises or granting promotions. Assuming that a working parent may not be able to manage the travel aspects of a new promotion is an unfair assumption, as is basing pay raises for childless workers, believing they need less income.
Building a Culture of Inclusion
Ultimately, the way to support parents and non-parents at work is creating a culture of inclusion. This means being able to recognize that employees have different needs and obligations outside of work but still have valuable contributions to make within the workplace regardless of familial status. Just because someone doesn’t have a child doesn’t automatically imply that they have extra time to dedicate to work. Instead employers should be asking employees directly about the kinds of support that would help them feel more balanced and engaged at work.
The Culture Amp offers a specific example in this article about Cynthia, a childless women in her workplace that was consistently being singled out as the person who would “take over the job of the women going on maternity leave.” Cynthia explained that for over a span of three years she filled in for the jobs of three separate women who went out on maternity leave. While some individuals might not be concerned with this arrangement, Center for Economic and Policy Research conducted a study that showed workers do resent employers who expect them to take on additional responsibilities without any consideration or acknowledgment. Although non-parents might not need parental leave per se, there are life events and extra work assignments that do necessitate a tailored PTO and compensation plan.
Cultivating Flexibility Without Judgement for Parents and Non-Parents at Work
As an employer or manager, it is necessary to be mindful of language and avoid framing flexibility or accommodations as a favor to parents. Be aware of comments that emphasize policies are solely to support parents only, but instead look to create comparable support policies for both parents and non-parents at work. This also permeates gender language as well, considering policies that apply to working parents without regard to gender.
At Prosum, we are flexible leaders in tech staffing and recruiting. We have a diverse leadership team, and work with clients and candidates alike who align with our core values and that includes developing inclusive and supportive work policies. Our expert recruiting and staffing team can help build workforces that reflect inclusivity and balance.
