How My Workplace Supported Me as a Single Mother – and Yours Can Too
Parenting can be exhausting. From getting everyone out the door in the morning to preparing dinner before soccer practice, the everyday stresses of parenthood can leave parents feeling burned out, isolated, and depressed. The recent Surgeon General advisory highlights the sheer scope of this issue: 48% of parents say that most days their stress is “completely overwhelming,” almost double that of other adults.
This stress permeates beyond childcare, affecting overall well-being and hindering employees’ ability to perform their jobs effectively. The challenges parents face at home can lead to poor performance at work and chronic absenteeism. Company leaders can help provide a lifeline to employees and alleviate this pressure by providing resources like Employee Resource Groups (ERGs) for parents when they need it most.
Mental health crises are on the rise among working parents, who make up approximately 81% of the U.S. workforce, according to a 2023 Pew Research report. In the struggle to balance their professional duties and their families’ needs, parents find themselves at risk of economic instability, loneliness, and time pressures. Once a single parent myself, I know that navigating these challenges alone is very difficult at times. In addition, a recent Surgeon General report highlights that women are more likely than men to experience parental burnout, with 68% of women reporting burnout compared to 42% of men. Furthermore, parents of children with special needs face additional stress, as one study revealed that 77% of parents of children with ADHD and 73% of those with children who have anxiety experience parental burnout.
How Flexible Work and Childcare Support Make a Difference
Minor adjustments in workplace support can be crucial for parents who spend a significant portion of their daily lives at work. Though still in the minority, more companies are beginning to offer childcare benefits to help working parents. These benefits can include stipends or reimbursements to cover the cost of childcare, which averaged $11,582 per child annually in 2023, according to Child Care Aware of America. Employers can also provide services that help parents find suitable childcare for families who have relocated or have children who require specialized care. By recognizing the challenges associated with navigating daycare with access and limited availability during the summer for summer camp programs, employers can create a more flexible work environment by helping parents better balance the demands of work and family life more effectively.
Flexible start and end hours can alleviate the stress that comes with children’s school or daycare hours. Flexible working hours allow parents to manage their schedules without worrying about late daycare fees, while still maintaining the quality of their work. Additionally, as many companies are pushing for a return to in-person work, maintaining remote work options provides the flexibility to help parents manage their before and after-work responsibilities. Work-related stress alone accounts for approximately $190 billion in annual healthcare costs in the United States, according to The American Institute of Stress. Employee stress results in billions of dollars in costs due to absenteeism, decreased productivity, lower output, employee turnover, and healthcare expenses. Maintaining flexibility for employees can greatly reduce these stressors and lead to a healthier, more productive workplace–not just for parents but for all employees.
Creating Community in the Workplace Starts with Parent-Focused Employee Resource Groups (ERGs)
Further, providing support networks is crucial in assisting parents in connecting with others who have similar experiences. Employee Resource Groups (ERGs) offer a sense of community, emotional support, and practical advice that allows employees to remain engaged and effective in their professional roles. These types of resources and support significantly impact employee wellness and workplace culture and often come at little to no investment for companies. In short, it’s a win-win. One Gallup poll found that 41% of employees said engagement and culture were common themes for leaving a job in 2023. By addressing these stressors, employers can mitigate these costly impacts. Providing ERGs allows employees to feel valued and supported, contributing to a healthier working environment while promoting long-term employee satisfaction and retention. These initiatives also appeal to prospective and current employees, including those who may not yet be parents but are considering their futures and want reassurance that their employers will support them as they start families.
As a leader of Aquent’s Working Parents ERG, I’ve seen firsthand how such groups can serve as lifelines during challenging times. While single parenting a young neurodivergent child for several years, I faced immense emotional and practical challenges, all while trying to manage my professional responsibilities. I often felt overwhelmed and isolated in the workplace. Aquent’s Working Parents ERG, as well as their Neurodiversity ERG, both played vital roles in my emotional wellness and stress management during that difficult period. Through knowledge-sharing and community-building, this connection reassured me that I can successfully manage my family life without sacrificing my career.
Parenthood has many joys, but the stress and burnout factors can make it difficult for parents to maintain their work responsibilities. For HR professionals and company leaders, recognizing their role in supporting working parents can make a world of difference. Resources and support can create a more inclusive and supportive workplace that empowers employees personally and professionally. A company’s success is built on the well-being of its employees – and a comprehensive approach that acknowledges individual needs is a step in the right direction.
Maggie Moreno Keeton is a manager at Aquent, a global work solutions company. She co-leads the Working Parents ERG and the Women ERG at Aquent.
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