Working parents face unique challenges in the workplace, often compromising and reprioritizing their time to fulfilling all commitments on their plates. Although many organizations have already adopted parent-friendly policies, organizations – and managers in particular – can demonstrate empathy and support for working parents, donning dual (or sometimes myriad) roles. The benefits of doing so are multiple. For the parent, there is flexibility to get their work done according to their schedule. It helps organizations attract and retain top talent.

Here are five ways to support working parents:

• Offer flexibility with work hours: The traditional 9-to-5 work schedule wasn’t designed with working parents in mind. From morning school drop-offs to after-school activities, parents often face competing priorities when it comes to their kids’ schedules. Flexibility with working hours and location is the key to long-term workplace happiness and this is especially important for working parents. Organizations that create the space for trust and allow for mental health days will see their employees thrive, leading to higher retention, productivity, and performance. It is important to remember that flexibility looks different for every working parent.
• Be clear about your parental leave policy: Organizations must ensure that they do an impeccable job of communicating and explaining their parental leave policy throughout the employee lifecycle. That means talking to new hires and reminding the employees of it, encouraging managers to have open and transparent dialogues about what the company offers. Only then can the employees reap the benefits.
• Start a working parents’ employee resource group: Any parent will vouch that raising children truly takes a village. In this regard, organizations can be intentional about building a community through an employee resource group (ERG) dedicated to working parents. Some of the events that can be part of the ERG could be hosting networking events to help members meet other working parents or to facilitate presentations or roundtable discussions with working parents in leadership on work-life balance and prioritization.
• Plan company events for children: Another great way to support your organization’s community of working parents is to plan events for kids – whether they’re onsite, online, or a mix of the two. These events can include holiday, seasonal, or regional events (featuring guests/entertainers in the office’s native language), sessions for kids about what the company does, or even office visits when the office reopens.
• Ask parents about their top challenges: One parent-friendly strategy to better support working parents is to ask them directly—with curiosity, not judgment—regarding their top priorities and challenges. Use their intelligence and experiences to drive the decision-making process. A clear focus on weekly measurable outcomes supported by an efficient reporting strategy can place the organization way ahead of the game in retaining this group.