Home IT management Customizable Caregiving: The Innovative 2023 Workplace Trend

Customizable Caregiving: The Innovative 2023 Workplace Trend

Customizable Caregiving: The Innovative 2023 Workplace Trend


According to Gallup, when employees consider whether to take a job with a different organization, their top three most important factors are if the role:

  • increases their income and improves benefits,
  • allows them to do what they do best, and
  • provides greater work-life balance and better well-being.

These three factors play a part in reducing turnover, and they should be important to every organization. Unfortunately, in the past, it has been virtually impossible for companies to simultaneously deliver on all three of these factors, especially for working parents. Therefore it’s no surprise that 40% of all working parents consider leaving their job. The majority (needs) ruled while mothers were forced to prioritize their caregiving responsibilities over their career ambitions and cared twice as much as men for adult relatives (like aging parents).


But now, with the ‘shecession’ and data acknowledging gender inequity and the pipeline problems companies experience when women leave the workplace, more companies have started prioritizing their needs. As a result, they are finding ways to provide every working parent (especially mothers) with the support they need.

As a result, customizable caregiving is predicted to be the most prominent workplace trend for working parents in 2023. It is driven mainly by generation Z and the Millennial generation’s interest in customizing their overall professional experience, from job roles and responsibilities to work location. Additionally, the trend is driven by the fact that members of those generations are still in their prime childbearing years and are struggling with being sandwiched between caring for their aging parents and smaller children.

Sara Madera is a certified executive career coach for working moms and the owner of Plan Creatively. She believes that family-friendly solutions imply that companies embrace working parents and respond to the customizable caregiving trend. “An HR leader once told me personalizing benefits for employees was bespoke,” Madera says. “Now, providing a variety of options is being seen as a way to respond to the needs of their workforce- a competitive advantage.”


It might seem intrinsically motivated. However, Madera adds that allowing employees to choose the benefits that work best for their life stage offers them a new level of autonomy. In some instances, it also enables companies to provide solutions for frontline (or hourly) working parents, a group with an exorbitantly high turnover rate.

Some solutions that would be considered results of the customizable caregiving trend include caregiving pre-paid wallets, overnight and weekend childcare stipends, upskilling and change management retreats, PTO buyback programs, and working parent career and life coaches. Madera encourages all companies to adopt the customizable caregiving solution with the lightest lift on human resources teams: a return to work handbook for working parents.

“For far too long, vague policies have left intricate details up to the parent going on leave and their manager. Only supportive managers clarify the ambiguity.” Also known as a parental leave handbook, this tool would offer employees and managers a guide to follow throughout the process, helping first-time parents understand what to ask for and anticipate their needs.


Handbooks often include baby announcements, guidance mid and post-maternity leave communication, a comprehensive list of return-to-work options, mother’s rooms, and additional benefits and resources available. “Creating this simple document shows employees that the company has considered the needs of this population and has put thought towards the success of working parents.”


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