Advice for what organizations can do to support caregivers so they can stay on the job and thrive.
Employers must understand that employees who rely on private daycare and public school to do their jobs are facing near constant, unpredictable care conflicts through no personal fault of their own. For a single mom of a 6-year-old who could only get after-school care Monday, Wednesday, and Friday, the requirement that everyone come into the office Tuesday and Thursday, no exceptions, could send her looking for a new job.
Not supporting employees through the hardship of the current care landscape and its unpredictability can lead to more burnout and attrition. Evaluating flexibility and hybrid policies through a caregiver lens is helpful, and providing access to backup care services can ease some of these ongoing stressors.
Creating paid family leave policies that can be used for a broad set of reasons, including supporting family members’ physical and , and encouraging people to use the benefit can help improve loyalty, reduce burnout, and save on costly turnover.New data shows that women, people of color, and caregivers are more likely to want to choose forms of flexible and remote work. According to, “Only 1 in 10 women want to work mostly on-site, and many women point to remote and hybrid work options as one of their top reasons for joining or staying with an organization. Women of color and women with disabilities are about 1.
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