As summer draws to a close and the familiar back-to-school season swings into full gear, parents are braced for the annual balancing act. From managing drop-offs, pick-ups, and after-school activities to tackling errands and appointments, the scheduling and planning is demanding. While summer may not be time-off from juggling work and life responsibilities, school commitments tend to be even less flexible than the activities of the summer months. Rather than viewing this time of year as a disruption, forward-thinking organizations should recognize that it’s an opportunity to re-evaluate workplace practices to support working parents.
A 2015 Pew Research Center study found that 56% of all working parents say it is “somewhat difficult” or “very difficult” to balance the expectations of both work and family. This is especially true for parents of young children and parents of children with special needs. During the back-to-school period, working parents face a multitude of challenges that extend far beyond scheduling conflicts. They must adapt to new daily routines, often requiring earlier wake-up times and more structured evenings to accommodate homework and extracurricular activities. Additionally, there’s often an increased need for parental involvement in school activities, parent-teacher meetings, and volunteer opportunities, which can conflict with work commitments.
The potential emotional strain on parents and children should not be overlooked. For parents of children starting at new schools or transitioning to higher grade levels, there may be added emotional support needed to help their children adjust. These challenges are compounded for single parents or in households where both parents work full-time, creating a complex balancing act between professional responsibilities and family needs. Historically, corporate responses to these challenges have been limited in scope and duration, often comprising short-term scheduling adjustments. While these measures are well-intentioned, they fail to address the underlying issues.
The back-to-school season prompts us to reconsider the “ideal worker” concept. Instead of valuing employees without outside commitments, we should recognize the strengths of those balancing work and personal responsibilities. Because, parents or not, everybody has commitments to others outside of work.
Redefining workplace success means focusing on outcomes rather than presence, creating policies that support work-life integration, and fostering a culture that values diverse life experiences. This approach not only improves inclusivity but also enhances productivity and employee satisfaction.
Consider this season as a prompt to reflect on what’s working well and what could be improved in how your organization supports its employees to drive business results. Take a look at the four steps below and chart how your organization could benefit from enhancements in each area:
- Gather Employee Feedback: organizational transformation is an iterative process, requiring ongoing assessment and refinement based on continuous feedback. Conduct regular employee surveys to identify specific challenges and requirements. Openly recognize the increased demands and stresses of the back-to-school period and encourage open dialogue among working parents and leaders.
- Offer flexible work arrangements: The recent global shift towards remote work has demonstrated the viability and, often preference, for flexible working models. Remote work and flexible hours can significantly alleviate the pressures on working parents while offering all employees greater autonomy in managing their responsibilities. Forward-thinking organizations are shifting performance evaluations to focus on productivity and results rather than hours worked.
- Foster an inclusive organizational culture: Cultivating an environment that acknowledges and respects familial responsibilities is crucial. Leaders can help mitigate the stigma around work-life balance by leading by example, openly discussing their own experiences, and normalizing open conversations about personal responsibilities. Creating a culture where work-life integration is celebrated, not stigmatized, empowers employees to prioritize their needs without fear of professional consequences.
- Promote cross-functional teams: Implement systems, allowing employees to work across departments with additional support when needed. Investment in advanced collaboration software and time management solutions can also facilitate efficient remote work practices and assist employees in optimizing their productivity.
The long-term benefits of such workplace transformations are substantial and multifaceted. Organizations that prioritize work-life integration and employee well-being often experience improved retention rates, increased productivity, and an enhanced reputation as employers of choice.
The back-to-school season, with its inherent challenges and disruptions, provides the perfect impetus for this change. By embracing this annual transition as a catalyst for broader transformation, we can create work environments that are more adaptable, inclusive, and ultimately more successful.
At Vantage, we challenge companies to think beyond short-term solutions. Use this back-to-school season to kick-start a comprehensive review of your workplace policies and culture. Engage with your employees, experiment with new approaches, and commit to ongoing improvement. The result will be a more dynamic, productive, and satisfied workforce – not just for a few weeks in September, but all year round.
Resources for working parents:
Parents Who Lead by Stewart D. Friedman and Alyssa F. Westring
Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead