Balancing work and family can seem impossible, with challenges in every stage of parenting and surprises at every turn. The past few years have taught me so much about the importance of a job that helps balance the competing demands of family and career. Working in education, I found those outside of education perceive teaching as the perfect family-friendly job, but as an educator with young children, I disagree. While a matching calendar for holidays, if your children attend school in the same district where you work, eases some logistics during the school year, you have very little flexibility and support. I struggled with both demands and a few years ago, I moved out of public education. I have learned so much from that experience and from talking to other working parents. These are a few things employers must remember to attract a broader range of applicants.
BENEFITS.
Here are some extra benefits that families find appealing:
• On-site daycare or backup care benefits
• Flexible hours (remote or hybrid options or hours that can accommodate pick up/drop offs)
• Generous PTO and leave policies
• Dependent care plan (DCA)
While these types of benefits can make an impression and attract candidates, more important than a list of benefits is how they are implemented, which takes me to the next points.
Ask about any benefits that are not listed, such as office closures. For example, some organizations have an early closure once a month, designated no-meeting days, or extra office holidays beyond federal holidays.
WORKPLACE CULTURE.
Workplace culture is critical and incredibly difficult to gauge for prospective employees. Working for a team and organization that is supportive of and humanizing to employees is like a breath of fresh air. It allows you to feel seen and valued as an individual. In the interview process, offer candidates a chance to get to know their colleagues and supervisor, whether informally or formally.
(from Edi, parent of 2): See if there’s an opportunity to speak with someone within the organization who is comfortable sharing with me how “it is.”
FLEXIBILITY.
This is by far the request I hear repeatedly from working parents. We need flexibility. Beyond daily needs, there are expected and unexpected days like specially planned events at school or unexpected sickness or injury. We know it is unrealistic for us to make every school event, game, or performance, but there are some events we want to attend. It might mean a long lunch break in the middle of the day or a late start.
For jobs that require travel, conferences, or other big events, be upfront about these expectations and provide as a early notification as possible. Preparing logistics for families so a parent can travel for work is manageable with advance notice. Employees want to have a voice and feel a part of the decision-making process.
(from Brenda, parent of 2): Instead of asking about the work culture in general, ask specific questions such as “How does the team handle last-minute client demands?”
HONESTY AND KINDNESS.
In the words of Brené Brown, “Clear is kind.” There is no better salary or benefit than a workplace where you feel valued, respected, and enjoy the work and your colleagues. Being a parent is a complex, full-time job, and layering in work, the tension between work and life, and the never-ending guilt, means we sometimes feel our best is not enough. Showing empathy and kindness to an employee doesn’t mean you will get less out of me; it means we will want to work harder and feel a stronger commitment to the company because you invested in us during a stage in my family’s life when I needed it.
Remember you are the best advocate for yourself and your family and are searching for the right fit. The interview process can be stressful, so prepare questions to assess the role is right for you and your family now and in the future.
Working parents are constantly pulled between family and work, and finding a workplace that eases tension is invaluable. For employers: think of investing in your employees as a long-term effort. The flexibility and support employers provide now when family demands are heavier lead to deep gratitude and a stronger commitment to the organization. Companies willing to offer more flexibility cast a significantly wider net to draw talent to the organization. For employees: do your homework and ask lots of questions before accepting the position. Communicate your needs clearly and be sure you understand the expectations of the employer.
While the tension between work and home will never disappear, I am grateful every day to have found a work environment and colleagues that support me personally and professionally.
Denise Green has worked in education for over a decade, specializing in mathematics pedagogy and professional development. She, her husband, and their two children reside in the sunny hills off Highway 68.