Money Makers - FlexJobs Survey and Work Flexibility Q&A

 FlexJobs’ Working Parents Report found 50% of people said employers hold working mothers to higher standards than fathers, and only a third (33%) believe working parents are treated equally in the workplace. 

Amid RTO mandates, layoffs, and an increasing number of women exiting the workforce, FlexJobs’ survey of over 2,200 U.S. professionals explores the perception of parenthood in today’s work landscape. Key takeaways: 

• Nearly half (49%) of workers would be more likely to stay in their current role if their employer offered childcare support. 
• 60% of respondents have felt the need to hide their family responsibilities to appear more committed at work. 
• 73% feel “guilty or conflicted” about balancing their work and family life.  

I had a chance to interview Career Expert Manager Toni Frana to learn more.

In your experience, what are some of the tangible ways that different standards for mothers compared to fathers manifest in the workplace, and how can companies begin to address it?

Women overwhelmingly report feeling they have higher expectations placed on them in the workplace. Often, the motherhood penalty includes making less money than a male counterpart, different assumptions about attendance at work, and potentially being overlooked for promotions. Companies should be aware of any potential biases towards mothers and commit to making sure the field is equal for all employees regardless of parental status. 

What are some of the most effective and feasible childcare support options that companies, both large and small, can implement?

Companies could consider onsite childcare as an option. However, other options such as a childcare stipend, and a work flexibility policy that allows for parents to adapt their schedule in the event childcare becomes unavailable unexpectedly, can go a long way to helping parents (especially mothers), balance the demands of work and parenting. 

What are the long-term consequences of this feeling of needing to "hide" for both employees and employers?

When an employee feels they need to hide part of who they are at work, it leads to unnecessary stress and potentially fractured relationships at work. Both can have a negative impact on an employee’s work, and ultimately, the employee and employer may miss out on having an employee performing at their full potential. 

What role do remote work and flexible schedules play in alleviating working parent guilt, and what are the key benefits of this flexibility for employers?

Parents highly value having remote work and flexible schedules while raising their children. These types of schedules alleviate stress that comes with a child being sick, or childcare falling through unexpectedly. As a result, parents with this benefit often report having more loyalty to their employer, which is a win for both employee and employer. 

How can working parents navigate their careers while also managing their family responsibilities?

Communication is key here. Working side by side with your manager, making sure they are clear on your work priorities and goals, as well as what other priorities you have outside of work, can help you navigate through the responsibilities parents face at home and at work.