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Tag: working parents

  • How RTO Plans That Accommodate Working Parents Can Help Retain Staff

    Renewed or stiffer return to office (RTO) rules are often met with protest from employees who cherish the flexibility of remote options. But new data indicates the greatest resistance comes from working parents who feel their domestic commitments have been ignored by employers ordering staff back to the workplace.

    Previous studies showed strengthened RTO rules or full, five-day weekly mandates have led to a rising number of women dropping out of the labor market. Many departed female workers said they left to fulfill child-raising and other domestic commitments that became difficult with less job flexibility. A new survey by workplace mental well-being services provider Modern Health indicates increased pressure created by reduced remote work options is now being felt by parents of both genders. That’s especially true for people juggling a career, looking after kids, and caring for older family members as well.

    Survey responses suggest spending more time in the office needn’t be that difficult, so long as workers’ personal commitments are taken into account. But 71 percent of the 1,000 full-time U.S. employees aged 30–65 who were questioned said RTO decisions are usually made without considering domestic demands on parents — particularly women.

    There are solid business reasons why employers might want to keep those workers in mind when altering in-office rules in the future.

    The Modern Health survey found most employees didn’t regard reinforced RTO conditions as a zero-sum change for the worse. About 85 percent of participants said tighter return to the office rules had strengthened workplace collaboration and culture, and 84 percent reported it had helped reduce loneliness and disconnection at work. 

    However, 91 percent of participants stressed requirements to spend more time in the office are most productive when they remain mindful of employees work-life balance and flexibility — especially after they sought their employees’ input. But most surveyed workers said that hasn’t been happening often when RTO tightening has been carried out so far.

    In addition to the over 70 percent of participants who said reinforced rules had been planned without considering the impact on working parents, 74 percent viewed that neglect as making it more difficult, particularly for mothers, to continue pursuing their careers. 

    Go inside one interesting founder-led company each day to find out how its strategy works, and what risk factors it faces. Sign up for 1 Smart Business Story from Inc. on Beehiiv.

    Bruce Crumley

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  • Manufacturing Companies Are Helping Employees With Child Care. Should Your Company Join Them?

    Manufacturing Companies Are Helping Employees With Child Care. Should Your Company Join Them?

    Child care remains a constant concern for American workers, as costs soar and some companies insist on return-to-office mandates, backing away from some of the more childcare-friendly remote and hybrid working models that were adopted almost universally during the Covid pandemic. Now a new report says that, in response to changing child care demands from employees, some big manufacturers are directly investing in child care support for employees. It’s a shift that might prompt you to reconsider some of the workplace perks your company offers, in the hope of helping your staff and also attracting talented job applicants. 

    The report, at industry news site HRDive, includes a story about a human resources worker at Iowa-based agricultural equipment maker Sukup Manufacturing Co. struggling to juggle work, commuting and child care — because the care facility was 45 miles away from her workplace. Emily Schmitt, chief administrative officer and general counsel at Sukup told HRDive that the struggle eventually became too much for her and she left. Schmitt also said that at the time the company was “having issues of people not being able to stay employed in our Sheffield location because there wasn’t child care availability” nearby, or at all — the report says about 23 percent of state residents live in “child care deserts.”

    So Sukup formed an alliance with the local school district and bank, sought and won a matching grant from the state to complement the $1.25 million the group was injecting into creating a new child care center, and built their own facility, with space for 112 children.

    The report notes that this small manufacturer is just one example of a slow-developing trend, with major companies like Toyota and Intel in the lead. These big name manufacturers are said to be “expanding their partnerships with child care providers,” partly to boost workplace culture (working parents are likely to be less stressed if they know their children are being looked after nearby during the working day) and also to retain workers. The report quotes a study from the Manufacturing Institute where almost half the respondents said working hours flexibility (friendly to ever-changing childcare needs) was an “important” reason for them to remain with their particular employer.

    But it’s not just in the manufacturing industry that leaders are thinking about better support for working parents. In March this year, Citigroup CEO Jane Fraser landed her financial services company in the spotlight for good reasons: Fraser had made a deliberate choice to shun the industry’s RTO trend and instead retain some flexible working rules that had been in place during the pandemic. It wasn’t merely a phase, Fraser said, and it was instead a “new way of working.” Fraser also said that she was using the policy as a way of attracting working parents to her company — it offers Citi a “competitive advantage” in the job market, Fraser says, because it’s appealing to talented working mothers who may not be keen to return to work under rival banks’ stricter in-office working rules.

    In May an Associated Press report also noted numerous U.S. companies were offering on-site child care due to the “fraught” child care landscape.

    All of this may prompt savvy company leaders to ponder if they’re supporting their staff with children properly. Because there are numerous benefits to be had. In April last year, a report from Small Business Majority, a small business advocacy group in Washington D.C., found that 59 percent of small business owners said that barriers to child care access were impacting their business, blunting growth opportunities.

    A quarter of founders admitted they’d had to shut down their companies and return to working in more traditional employee roles because they couldn’t juggle child care and work. And in July an expert reported that some companies are seeing an effective return on investment of $4 for every $1 spent on supporting their working parent employees. 

    In a tumultuous working world, rocked by stresses like layoffs, ever-encroaching AI and other social and political upheavals, supporting your working parent staff may be a very sound business policy—those workers are stressed enough without having to worry about who’s looking after their kids.

    Kit Eaton

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  • Teachers’ union’s lawsuit hurts Missouri’s most vulnerable kids

    Children explore magnifying glasses at the Downtown Children’s Center in St. Louis. (Rebecca Rivas/Missouri Independent.)

    Frustration runs deep for Missouri parents like Libby Eversgerd. Her youngest child has been  using a scholarship to attend a small, private school after he “began to resist attending school due  to mounting pressure and lack of accommodations for his learning differences.”

    It’s not easy to find solutions to complex education problems, but once parents find a solution, losing it is a  nightmare. 

    The Missouri National Education Association (MNEA) lawsuit challenging school choice options could devastate thousands of low-income and special needs families across the state. If the union succeeds, children who rely on scholarships for tuition, learning therapies, or specialized instruction will face the very real possibility of losing access to the educational  lifelines that have helped them thrive. 

    This summer, the MNEA chose courtroom power plays over student needs by targeting a $51  million state investment helping economically disadvantaged and special needs children access high-quality education outside their traditional public schools. By suing to block these funds, the union directly threatens over 7,000 new scholarships slated for this school year, nearly tripling  the reach of the program and finally ending years-long waits for children who need help now. 

    If funding is blocked, families face painful choices: pay tuition out of pocket, drastically cut household spending, or send children (often with complex learning or physical challenges) back into environments that have failed them before. For working parents, school choice is the  difference between a child in second grade finally reading confidently or a student losing hard won academic progress. The union’s lawsuit ignores those stakes. Maintaining institutional control, in their view, is more important than the needs of Missouri families. 

    School choice programs prioritize Missouri’s most vulnerable kids. Families use scholarships not just for private school tuition, but for tutoring, transportation, adaptive technology, and therapies. Blocking those options means denying access to tailored learning environments, sometimes after years of waiting for an opportunity that finally arrived this fall. 

    More than a legal battle about taxpayer funding, the union’s lawsuit is a direct attack on  educational freedom for Missouri’s most vulnerable children and the parents who fight daily for  a better life. While union lawyers claim they’re defending constitutional principles, the impact falls squarely on the backs of families: children with reading disabilities or physical needs, single  mothers scraping together resources, and parents desperate for one more shot at helping their  kids succeed outside the standard system.

    Recent national data paints a troubling picture for students, especially those already facing challenges. According to the latest release from the National Assessment of Educational Progress (NAEP), students are struggling at unprecedented levels. The 2024 “Nation’s Report Card”  shows that average scores have declined since 2019 for twelfth graders in mathematics and reading, and for eighth graders in science (these scores were already trending downward even before the COVID shutdowns). 

    Among high school seniors, the percentage scoring below the basic achievement level in both math and reading has reached the highest point since the assessments began, with nearly half of twelfth graders performing below basic in math and one in three below basic in reading. 

    These results are sobering, as even federal officials admit, with the largest drops hitting lower performing students hardest and widening the gap between the lowest- and highest-achieving  students. Participation in hands-on science learning has also decreased, and absenteeism rates among twelfth graders are up sharply, with nearly a third missing three or more days of school in  the previous month. 

    Against this bleak backdrop, school choice programs are more critical than ever for families  failed by the standard system. Fewer than one in four twelfth graders are performing at a  proficient level in math, and rates of college readiness in both reading and math have dropped  since 2019. For the poorest and most vulnerable (those with disabilities, those qualifying for free  lunch), school choice may be the only path to academic growth and confidence. 

    Though the union claims to act in students’ interests, its actions tell the real story. 

    The union’s  lawsuit would devastate families, removing hope and resources from those who need them most. To block these lifelines now would not just cut off opportunity, but actively worsen the crisis revealed in the Nation’s Report Card. Missouri’s policymakers and courts should heed its dire warnings and do everything in their power to support, not sabotage, direct investments in students most at risk of being left behind. As Missourians, we must unite to secure our kids’ future and shield them from the actions of those who would jeopardize it. 

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  • Working at Home With a Newborn? 6 Tips to Stay Sane | Entrepreneur

    Working at Home With a Newborn? 6 Tips to Stay Sane | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Leaving the hospital with a newborn is always a nerve-wracking experience, no matter if it is your first child or fifth. There are so many things to think about: diapers, feeding times, baths … and for moms who choose to work at home with their kids, they have to think about how they will juggle their career and a newborn. The constant demands of caring for a tiny human can make it difficult to find time for work, let alone stay focused on the tasks at hand.

    After working with my own kids at home and helping countless other moms do the same, I’ve come up with a few tips to help.

    Related: 5 Ways to Shift Your Morning Mindset as a Mompreneur and Be More Productive

    1. Work around your baby

    It is important to establish a routine with your baby. Always keep nap times, feeding times, etc. on a schedule. This will keep your child on track, and it will also allow you to create a work schedule for yourself. When you put your newborn down to nap, plan on squeezing in some work. To stay productive, plan on working in short bursts.

    2. Communicate with your team

    If you were up all night and do not feel as though you will be able to work the next day, let your team know! Working remotely often allows for flexible scheduling, so you may just need to let your team know you will be working later in the day after your own nap.

    3. Use the tools available to you

    There are quite a few great products on the market that can keep your baby secure and entertained while you are able to work; many products come equipped with enrichment toys and sounds that are sure to keep your baby occupied while you send off a few work emails.

    4. Ask for help

    Never be afraid to ask for help. Running on very little sleep with a newborn can easily lead to increased stress and meltdowns. Ask friends and family to step in. Look for support groups in your area where you can vent some frustrations. Search online for resources that can help. You are not alone on this journey of motherhood, and so many others have experienced the exact same things you are currently experiencing. I cannot emphasize this point enough! You are not alone.

    Related: How Employers Can Help Working Parents Navigate Back-to-School Season

    5. Be flexible

    Nothing will ever go as planned, especially with a newborn. Be prepared to be flexible in both your job and your care of your child. Some days, bath time might have to be later or earlier than planned. On other days, your meetings might need to be moved around because your child needs a little extra playtime. Just be sure to be clear and communicate with your coworkers and/or clients.

    6. Prioritize yourself, too

    Most importantly, do not forget to take care of yourself. Parenthood is a demanding role, and it’s important to prioritize self-care while juggling work and caring for a newborn. The first rule of self-care is to make sure to prioritize sleep. Lack of sleep can greatly impact your productivity and overall well-being, so try to establish a bedtime routine and create a sleep-friendly environment. Easier said than done with a newborn, but with the right support system behind you, it can be accomplished; ask friends or family to watch your baby while you squeeze in a nap or arrange your schedule so that you also nap when your baby naps.

    Additionally, take breaks throughout the day to recharge and relax. Whether it’s a quick walk outside or a few minutes of deep breathing, these breaks can help reduce stress and improve focus. This can even include just spending a few extra minutes playing with your child.

    Don’t forget to nourish your body with healthy meals and stay hydrated. Fueling yourself properly will give you the energy you need to tackle your responsibilities. Keep healthy snacks around or foods that are easy to grab and go as you will often be on the move with a baby — something first-time parents often overlook is that you will have your baby in one hand while trying to feed yourself with the other. Find foods that are nutritious but easy to handle while you care for your little one.

    Related: 4 Ways Your Company Can Radically Help Working Mothers

    Finally, don’t neglect your mental health. Find time for activities you enjoy and make time for self-reflection and self-care practices such as journaling or meditation. This is another area where support groups can help as well. Sometimes all you need are some fellow parents that you can vent to who understand exactly what you are going through! While doing this in person can provide a great bonding experience, it can be difficult to get out of the house when you have a baby. In the age of the internet, you can also find these groups online where you can visit virtually on your schedule. No matter what your preference is, it cannot be stated enough that reaching out to others at this time will be of great help to you.

    In the end, raising a newborn will look different for everyone. Find what works for you and your child, and never be afraid to ask for help.

    Lesley Pyle

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  • How Employers Can Better Support Working Parents and Caregivers | Entrepreneur

    How Employers Can Better Support Working Parents and Caregivers | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Despite years of experience juggling progressively demanding roles, I wasn’t prepared for how challenging this fall would be as a marketing executive with a kid starting school for the first time.

    And I’m one of the lucky ones: I work in a company with progressive policies that recognize the unique challenges parents and caregivers face. Nonetheless, this season has been a crash course in adapting to new schedules, managing conflicting emotions and moderating my own expectations of how I show up as a leader and a mom.

    For many parents, the transition to back-to-school for their kids means coping with scheduling conflicts and new demands on their time: from orientations and gradual entry schedules (and the mental and emotional labor that goes along with them), to inevitable sick days and the awkward discrepancy between school dismissal and standard business hours.

    What has become clearer to me is that, in many ways, school is designed for a bygone era when it was the norm that one parent stayed home (which is no longer a reality for many families). Although I am lucky to have a partner who shoulders some of this load, what’s helped the most is having an employer with flexible, family-friendly policies and leaders who understand the reality for working parents.

    I know I’m not alone in navigating the challenges that come with back-to-school season. A recent survey revealed that parents commonly feel overwhelmed at this time of the year. Yet, most employees want to succeed at work while raising kids, and helping them do so increases workplace satisfaction, loyalty and productivity.

    Here are a few steps employers can take to make this transition less overwhelming for parents (and that I believe can be impactful for other caregiving situations as well):

    Related: How Employers Can Help Working Parents Navigate Back-to-School Season

    Normalizing the realities of parenting

    Remember those awkward moments during the early days of remote work when kids popped up on Zoom cameras during meetings? Thankfully, I no longer feel self-conscious when my daughter barges in during a meeting. It’s simply part of being a working parent.

    The pandemic may have shed light on the juggle for employees with kids, but there are still significant challenges for those navigating this experience. One study found that 85% of women leave full-time work within three years of having their first child, and 19% leave work completely due to the lack of flexibility employers afford.

    Employers can support working parents by normalizing and accommodating caregivers’ needs — and their experiences. I’m a huge advocate for parenting out loud in the workplace. It’s one reason I’m proud of our dedicated Slack channel, “#parents-helping-parents,” where anyone can share their caregiving struggles and wins. Not only does it provide an outlet for those facing challenges, but it also offers the rest of the team visibility into the unique situations parents and caregivers face — and inspiration for designing policies around them. Case in point: This year, we were able to be proactive about shifting all leadership meetings for September to accommodate back-to-school demands.

    Related: Tips To Balance Work With Parenting

    Treating employees like the adults they are

    While there are many ways companies can support working parents, the irony is that when designing policies, many employers inadvertently treat their employees like children. Working parents, who are used to making the most of what time they have to get things done, know that flexibility is the ultimate benefit. It’s what has led organizations like ours to measure productivity based on outputs, not hours worked or rigid schedules.

    This flexibility has shown up in other ways as well: When I started in my current role, I was four months pregnant and unsure what that would mean for my future. But the leaders I work with were completely unphased. They knew I would need wiggle room in my schedule, even when I hadn’t yet realized it myself. And they gave me the autonomy to set my own boundaries with the reassurance that, together, we would make it work.

    It’s also worth noting that flexible hours and boundary-setting benefit everyone — not just parents. Whether employees want to pick up their kids at 3:00, come in late due to a medical appointment or work remotely from a different timezone, they can. All that matters to us is that the work gets done. It’s not always a perfect system, but it does allow parents to prioritize their family needs — and that makes them happier and more productive at work.

    Related: Give Working Parents What They Really Want: More Time

    Leading with empathy as a North star

    I am lucky that the people I work with understand just how much life — and priorities — change when you have kids. This was clear when I initially returned from maternity leave and was put through a rigorous re-onboarding process. Not only did I need a refresh on how the organization had changed, but it also reflected my team’s understanding that I had changed, too. To meet me where I was and allow me to reintroduce myself was highly empathetic on their part and reflects the old adage that it takes a village — both to raise a child and to care for its parents!

    I know this level of understanding isn’t always the norm, especially in startups where the median age is younger and fewer people may have kids. But even in companies where leaders aren’t parents, it is possible to act with the assumption that all employees — and especially those who are caregivers — may be struggling to balance the demands of work and home, especially during high-stress times like back-to-school season. And what they likely need more than anything else is an ally as opposed to an adversary at work.

    By embracing empathy, creating a culture where people can bring their full selves to work, and designing policies that allow for flexibility and autonomy, employers can make an already stressful time a little bit easier.

    Christie Horsman

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  • How Employers Can Help Working Parents Navigate Back-to-School Season | Entrepreneur

    How Employers Can Help Working Parents Navigate Back-to-School Season | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Picture this: It’s the end of summer, and the scent of freshly sharpened pencils fills the air. Parents across the nation are bracing themselves for the annual back-to-school whirlwind. It’s a time of excitement for children, but for working parents, it’s a different story. They’re juggling work commitments with school orientations, homework help, and the dreaded school run. It’s no wonder that so many parents declare this the most stressful time of the year.

    A new survey from Kiddie Academy, an educational child care center, found that when all members of the family are polled, 63% say it’s Mom who has the hardest time with the first day of school. That’s compared to only 27% who identified the child as being the one who struggles most.

    The back-to-school season is akin to a roller coaster ride. It’s filled with the highs of seeing your child’s excitement for the new school year, but also the lows of trying to balance work and family life. The stress of managing both can feel like trying to juggle flaming torches while riding a unicycle on a tightrope. It’s a precarious balancing act that leaves many parents feeling overwhelmed and stretched thin.

    Related: Add These 11 Back-to-School Musts to Your Online Calendar

    The role of employers

    But what if I told you that employers hold the key to alleviating this stress? Yes, you heard it right. Employers can play a pivotal role in helping working parents navigate the back-to-school season. It’s not just about being understanding; it’s about taking proactive steps to support your employees during this challenging time.

    Employers are like the conductors of an orchestra. They have the power to set the tempo and create harmony among the various sections. When they step up and take responsibility for helping their employees, they can turn the cacophony of the back-to-school season into a symphony of productivity and satisfaction.

    Embrace flexibility

    First and foremost, flexibility is the name of the game. Offering flexible working hours or the option to work from home can be a game-changer for working parents, as I tell companies who I advise on figuring out their hybrid work policies. Imagine the relief of a parent who can adjust their schedule to drop off or pick up their child from school without the fear of repercussions at work. It’s not just about reducing stress; it’s about increasing productivity. A happy employee is a productive employee, after all.

    Think of it as a dance. When employers and employees move in sync, adjusting to each other’s rhythms and steps, they create a beautiful performance. Flexibility allows this dance to flow smoothly, preventing missteps and stumbles that can lead to stress and dissatisfaction.

    Provide resources

    Next, consider providing resources to help parents manage this transition. This could be as simple as sharing information about local after-school programs or offering a seminar on time management strategies. Knowledge is power, and arming your employees with the tools they need to succeed is a win-win situation.

    Imagine equipping your employees with a Swiss Army knife of resources. Each tool, whether it’s information about childcare services or tips on managing stress, can help them navigate the challenges of the back-to-school season. The more tools they have at their disposal, the better equipped they are to handle whatever comes their way.

    Foster a supportive culture

    Fostering a supportive culture is crucial. Encourage open communication and make it clear that it’s okay to ask for help. Whether it’s adjusting a deadline or delegating a task, small changes can make a big difference. Remember, it takes a village to raise a child, and the workplace can be part of that village.

    Creating a supportive culture is like building a safety net. It provides a sense of security for employees, knowing that they can take risks and ask for help without fear of judgment or punishment. This safety net can catch them when they stumble, allowing them to bounce back quickly and continue performing at their best.

    The power of employee resource groups

    In the quest to support working parents during the back-to-school season, one tool stands out for its effectiveness and impact: Employee Resource Groups (ERGs). ERGs are groups within a company where employees connect over shared characteristics or life experiences. They provide a sense of community, a platform for advocacy, and a resource for personal and professional development.

    Imagine ERGs as a bustling farmers market. Each stall, or group, offers something unique, catering to different needs and tastes. There’s a sense of community, a shared understanding, and a wealth of resources to tap into. For working parents, a Parents ERG can be the stall that provides the support and resources they need to navigate the back-to-school season.

    A Parents ERG can be a lifeline for working parents. It provides a space where they can share experiences, exchange tips, and support each other. It’s like a virtual village, a community that understands the unique challenges of juggling work and family responsibilities.

    During the back-to-school season, this support can be invaluable. Parents can share advice on everything from managing school runs to finding after-school programs. They can also advocate for policies that support working parents, such as flexible working hours or childcare benefits.

    Moreover, a parent’s ERG can provide emotional support. Knowing that others are facing the same challenges can reduce feelings of stress and isolation. It’s a reminder that they’re not alone, that it’s okay to ask for help, and that they have a community that understands and supports them.

    Employers play a crucial role in establishing and supporting ERGs. They can provide resources, such as meeting spaces or communication platforms. They can also promote ERGs to ensure that employees are aware of them and understand the benefits of joining.

    Establishing a Parents ERG sends a powerful message to employees. It shows that the company values its employees’ whole selves, not just their work selves. It demonstrates a commitment to diversity and inclusion, and to supporting employees in all aspects of their lives.

    In the context of the back-to-school season, a Parents ERG can be a powerful tool for supporting working parents. It can reduce stress, increase engagement, and contribute to a positive, supportive company culture. So, as the school bells start to ring, let’s remember the power of ERGs. Let’s create communities within our companies where working parents can find the support and resources they need to navigate the back-to-school season with confidence and ease.

    Related: 9 Work-Life Balance Tips for Busy Working Parents (Infographic)

    Conclusion

    The back-to-school season doesn’t have to be a source of stress for working parents. With a little flexibility, the right resources, and a supportive culture, employers can help their employees navigate this challenging time with ease. It’s not just good for the parents; it’s good for business. So, as the school bells start to ring, remember: your role as an employer doesn’t end at the office door. It extends into the lives of your employees, and your support can make all the difference.

    Remember, as the great humorist Erma Bombeck once said, “The only difference between an ordeal and an adventure is attitude.” Let’s turn the back-to-school season from an ordeal into an adventure, both for working parents and employers.

    Gleb Tsipursky

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  • How Hybrid Work Has Given Family Caregivers a Lifeline | Entrepreneur

    How Hybrid Work Has Given Family Caregivers a Lifeline | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Hybrid and remote models are not just influencing how we do our jobs but significantly transforming the approach towards elder care. These new work formats have empowered the way we care for our elderly loved ones while diminishing the previously unchallenged role of senior housing facilities.

    Unfortunately, newspapers like The Wall Street Journal are decrying this change with headlines like “Is Work From Home to Blame for Senior Housing’s Muted Recovery?” Such pieces smack of an anti-consumer, anti-family and pro-special interest attitude. Instead, we should celebrate consumers not having to shell out money unnecessarily for services they don’t need on senior living, while also maintaining multi-generational family units that strengthen family bonds.

    Related: Addressing Employee Elder Care Issues Is Good Business

    The benefits of hybrid work for the “sandwich generation”

    The advent of hybrid work schedules has proven to be a game-changer for a particular group of people known as the “sandwich generation,” middle-aged adults — often between their 40s and 50s — caught between the responsibilities of raising their children and caring for aging parents. Before the rise of hybrid work models, these individuals often felt like they were in a tug-of-war, being pulled in multiple directions at once.

    But now, the paradigm has shifted dramatically. The flexibility of hybrid work has transformed this seemingly endless juggling act into a more manageable, even gratifying endeavor. It’s as if they’ve been given a magic wand, turning a high-stakes balancing act into a well-choreographed ballet.

    Picture this: An employee, let’s call her Lisa, is in the middle of her workday. In the traditional work model, she would be in her office, miles away from her elderly mother and children. Now, working remotely, she can attend a virtual meeting, then immediately switch gears to help her child with homework and later accompany her mother to a routine doctor’s appointment, all without leaving her home.

    This seamless integration of professional and personal life has become a reality thanks to hybrid work. The days of Lisa rushing through traffic, anxiously glancing at the clock as she races from the office to a nursing home, are a thing of the past. Now, Lisa can fulfill her role as a loving daughter and mother, all while continuing to excel in her career.

    Moreover, this shift isn’t just benefiting Lisa. It’s positively impacting her entire family. Her elderly mother gets to spend more time with her family, her children are receiving more attention and guidance, and Lisa herself is less stressed and more fulfilled. This new work model has not only given her the flexibility to manage her time better but also the satisfaction of knowing she is there for her loved ones.

    In this way, the rise of remote and hybrid work models is not just a trend, but a societal shift that is empowering the “sandwich generation” and transforming the dynamics of family care. It’s a radical change that is having profound impacts on families, businesses and communities across the country.

    Remote work schedules have come as a much-needed boon for those juggling the dual responsibilities of raising children and caring for older parents, often referred to as the “sandwich generation”. The flexibility of hybrid work is turning what once was a stress-inducing juggling act into a more manageable endeavor.

    Now, with flexible work hours, employees can attend to elder care responsibilities without the fear of compromising their careers. The days of rushing from the office to a nursing home are being replaced with a seamless transition from professional tasks to personal responsibilities, all within the comforts of home.

    Reframing the senior housing narrative

    The era of hybrid work has led to a shift in focus from senior housing facilities to home-based care, causing a noticeable decrease in demand for the former. Some media outlets, such as The Wall Street Journal, have negatively framed this trend, attributing the muted recovery of the senior housing market to the rise of remote work. However, this perspective only captures a part of the broader narrative.

    Rather than viewing this as a setback for senior housing providers, it is essential to see it as an opportunity for innovation and adaptation. After all, progress and innovation are born out of change. Just as a chameleon changes its colors to adapt to its environment, senior housing providers need to adapt to the evolving needs and expectations of their customers.

    In the past, the senior housing sector may have been the go-to solution for families juggling work and elder care responsibilities. But now, as hybrid work becomes the norm, families have the flexibility to care for their loved ones at home. This shift doesn’t necessarily signal a death knell for the senior housing industry. Instead, it offers an opportunity for these facilities to reinvent their services and find new ways to support families.

    For instance, senior housing providers could offer more flexible, part-time care services for families who need support but not full-time care. They could also develop programs that help the elderly stay engaged and connected with their communities while living at home. In essence, this is a time for the industry to creatively respond to the changing landscape of elder care.

    From a financial standpoint, this shift towards home-based care presents families with potential significant savings. Rather than seeing this as a threat to the senior housing market, we should see it as an opportunity for families to better allocate their resources. The money saved from reducing reliance on full-time senior care facilities can be redirected towards enhancing the quality of life for the elderly or investing in other areas like education for the younger generation.

    In reframing the narrative, we should celebrate this change as a positive evolution in the way we care for our elders. This shift is not about choosing one form of care over another, but about providing families with more options to choose what works best for them. The rise of hybrid work has catalyzed this change, and it’s up to all of us to embrace it and adapt accordingly.

    Related:

    A win-win scenario for families and businesses

    The shift towards hybrid and remote work is indeed a win-win scenario. It allows employees to strike a better work-life balance, and businesses to retain valuable staff who previously struggled with care responsibilities. It’s about time we celebrate this change instead of resisting it, as I tell companies that ask me to help them figure out their hybrid work models.

    The transformation of our work culture has far-reaching effects, extending beyond the confines of our workspaces and into our family lives. The shift to hybrid work is driving change in elder care, demonstrating the profound impact of workplace flexibility on various aspects of life.

    Rather than lamenting the challenges, let’s embrace the opportunities this change brings. The hybrid work model has already shown its potential to benefit our careers and care duties. It’s fostering stronger family bonds by maintaining multi-generational family units and reducing unnecessary expenditure on senior living services. That’s a future worth celebrating!

    Gleb Tsipursky

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  • How to Balance Entrepreneurship and Parenthood Without Losing Your Cool | Entrepreneur

    How to Balance Entrepreneurship and Parenthood Without Losing Your Cool | Entrepreneur

    Like many parents, I thought things would get “back to normal” after the pandemic. My kids would start attending school in-person and I’d finally be able to get my work done during the day without any interruptions.

    I was wrong.

    Sure, my kids are back in school. But they’re still home quite often due to breaks and other unexpected reasons. Beyond that, I often cut the workday short to attend their events or take them to various appointments. Is this all part of the job? Absolutely. Is it still frustrating at times? Yep! And, it creates an interesting paradox.

    I work so I can give my kids the resources and opportunities they need. But they often interrupt my work, and it’s usually to tell me something about the resources and opportunities they need.

    So if you’re also balancing the world of entrepreneurship and parenthood, the latest episode of the Launch Your Business podcast is for you. We’re joined by parenting expert and licensed educational psychologist Reena B Patel. Get ready to take some notes as she shares the secret to getting your work done while still giving your kids the attention and support they deserve.

    You can check out some of my key takeaways below.

    Work-life balance is a myth

    Reena started our time together with some myth-busting. Although many of us get into entrepreneurship for flexibility, many of us expect to find some kind of perfect equilibrium between our work life and our real life/family time.

    But perfection doesn’t exist – you might get one day a year that feels like the exact right balance of each. “There is going to be a give-and-take,” Reena said. “There are going to be days where you’re going to have to put in more hours at work because you might have a deadline, and there are gonna be days where your children really do need you.”

    But Reena also says that the give-and-take can actually be good for our kids:

    “I think that fluidity and flexibility is the one life skill, if we can give to our kids (but also teach ourselves) is really important.”

    Having a schedule is your friend

    While committing to being flexible is important, Reena said it’s also critical to maintain a schedule and a routine. This can look like getting dressed for work after you make the kids breakfast, or setting your preferred work hours and looping in your partner.

    You can still arrange this schedule around your kids (Reena said she made sure she took her lunch break at the same time her kids did during the pandemic), but the main point is that there is a schedule and shared expectations of what your time looks like.

    “I think that’s really important to establish an environment, a workspace that’s conducive for you to be productive,” Reena said. “The last thing we wanna do is finish the day and feel like we got nothing accomplished.”

    When your child is your coworker, use novelty to keep them busy

    The younger the kid, the harder this is – but Reena said that one key to keeping your child entertained is bringing novelty to your child’s time at home (or in your office/workspace). Give them a designated place for them to play, and cycle through different kinds of toys/puzzles/games.

    “You don’t want all the toys out at all times,” Reena said. “You wanna rotate them because that keeps that novelty and excitement there. Put the things that they haven’t engaged with in a long time in that bin. And so there’s that excitement, there’s that newness.”

    Some other ways this could work: Bring in books they haven’t read from the library, add some new toys or crafts to the mix from the dollar store, and reserve “headphones on” activities for when you really need to work uninterrupted – like when you’re hopping on a Zoom call.

    Bonus: Be annoying

    Here’s one of my favorite tips from Reena, teaching your child empathy. Of course, this is an important trait to instill, but Reena provided a unique way of doing so.

    Start by having your kids engage in an activity they enjoy. Let’s say it’s coloring for example. Then, continually interrupt them while they’re engaging in that activity. Get obnoxious with it to the point where they get frustrated.

    Once that happens, say something along the lines of “You don’t like being interrupted when you’re doing this, and I don’t like being interrupted while I’m working, so let’s find a way to give each other space when we need it.”

    In the best-case scenario, your kids learn how to keep themselves occupied when you absolutely must focus on your work. Worst case scenario, at least you’ll have some fun messing with them!

    Next steps

    Ready to learn more from Reena so you can get your work done while still giving your kids the attention they deserve?

    Visit Reena’s website to access her latest guides and tools.

    Follow her on Instagram and LinkedIn

    And of course, listen to the full podcast episode below.

    Terry Rice

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  • What Working Moms at Your Company Really Need This Mother’s Day | Entrepreneur

    What Working Moms at Your Company Really Need This Mother’s Day | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    As the aromatic scent of Mother’s Day roses begins to waft through the air, let’s ponder on a different kind of bouquet we could offer our hardworking mothers. Picture this: a bouquet of flexible work options, wrapped up in the velvety petals of understanding and empathy. Now that’s a gift that keeps on giving!

    The surprising state of motherhood

    The latest State of Motherhood report from Motherly, with almost 10,000 mother respondents, paints an interesting picture. The number of stay-at-home mothers nearly doubled from 2022 to 2023, leaping from 15% to 25%. The pendulum of motherhood, it seems, has swung back to its norm, staying within the typical range of 24% to 28%. Last year was the outlier, a remarkable blip on the radar, with a significantly lower number of stay-at-home moms.

    Why? Because mothers were armed with the magic wand of work flexibility. As more companies are herding their employees back to the office, some mothers find themselves in a tight corner. With no other choice, they take on the full-time job of caring for their kids, triggering an exodus from the workforce.

    According to Jill Koziol, Motherly CEO and cofounder, “In 2022, mothers were riding the wave of flexible or hybrid work arrangements, relics from the pandemic era. With the abrupt return to in-office work, it seems the invoice was sent directly to the mothers.”

    That’s what I tell my clients who are deciding whether to have a flexible or inflexible return to office plan: if they don’t offer mothers flexibility, a large number will leave the workforce. It’s an inevitable consequence of a top-down mandate.

    Related: You Should Let Your Team Decide Their Approach to Hybrid Work. A Behavioral Economist Explains Why and How You Should Do It.

    Who paid the price?

    In our rush to return to “normal,” we may overlook the cost of such transitions. The Motherly survey tells a tale of a quiet, yet impactful departure from the workforce. And the numbers don’t lie. A full 18% of mothers changed jobs or left the workforce entirely last year. Some may read this statistic and shrug, but let’s dive deeper into the why.

    For 28% of these mothers, the desire to be at home with their kids was the driving force. On the surface, this seems like a personal choice, and indeed it is. But underneath, there’s a complex network of factors at play, including the lack of flexible work options.

    For 15% of mothers, the absence of childcare options was the deal breaker. This isn’t a minor inconvenience. It’s a roadblock that slams the brakes on a mother’s career, often with long-term consequences.

    Related: Why Employers Forcing a Return to Office is Leading to More Worker Power and Unionization

    The flexibility factor

    And yet, the solution isn’t as elusive as it may seem. The Motherly survey found that 64% of stay-at-home moms would return to the workforce if offered flexible work schedules. The mere availability of flexible work isn’t a bonus or a perk. It’s a powerful lever that can significantly alter the employment landscape for mothers.

    Imagine the impact. Thousands of mothers re-entering the workforce, contributing their skills, perspectives, and ideas. Thousands of families gaining additional financial security. It’s a win-win situation, and all it requires is a shift in perspective, a reevaluation of our rigid work structures.

    An alternative approach is improving the affordability of childcare. Over half, 52% of the mothers surveyed, would return to work if affordable childcare was available — less so than if offered flexibility, but still a large chunk. The current system, where childcare costs often eat up a significant portion of a paycheck, is untenable for many families.

    But this isn’t an issue that individual families should shoulder alone. Employers, policymakers, and society at large all have a role to play in creating solutions. This might include employer-sponsored childcare, subsidies, or policies that help bring down the cost of childcare. Thus, individual employers who are unwilling to be flexible should offer childcare support: they won’t get the full benefits of flexibility, missing out on 12% of working moms, but they will get most of the benefits.

    Conclusion

    Of course, most companies won’t be able to afford that expense. So here’s a radical idea for this Mother’s Day. Instead of the typical gifts, let’s consider giving mothers something that will truly make a difference: flexible work. It doesn’t cost the company more money — instead, flexible work saves money, to the tune of up to $11,000 per employee. This isn’t a gift that’s given once and forgotten. It’s a gift that keeps on giving, day after day, month after month. It’s a gift that acknowledges the realities of motherhood and the value of a mother’s contribution to the workforce. Let’s make this Mother’s Day the start of a new era. An era where we don’t just pay lip service to the importance of work-life balance, but actively create the conditions that make it possible. An era where flexible work isn’t an exception, but the norm.

    usechatgpt init success

    Gleb Tsipursky

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  • How to Juggle Being a Working Mom During Spring Break | Entrepreneur

    How to Juggle Being a Working Mom During Spring Break | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Between managing your business and your family, your schedule on a daily basis can be a little hectic. As a mompreneur myself for almost 30 years, I understand where you are coming from. From answering client emails to getting your kiddos snacks to completing chores, your day is full of motion. As crazy as it can get, you have a routine in place. You know what works best for everyone and you do an amazing job of juggling it all.

    But then something disruptive is thrown in like a school holiday. Your carefully crafted schedule gets thrown out the window, and it’s every person for themselves. Times like spring break can be extra stressful for mompreneurs because the kids are home, you might be trying to work and some of you might even be on vacation with your families — and still working!

    While I encourage you to take some much-deserved time off, I understand that is not feasible for everyone. I remember when I first started as a freelancer with my kids, I could not take time off, but I also did not want my family to miss out on vacation time. I spent many vacations — like spring break — working while traveling with small children. It was not easy, but it was worth it, which is why I want to share my tips with you for juggling everything when the kids are out of school for long vacations like spring break.

    These are tried and true tips that I have learned over the years, and I hope they help you enjoy time with your children.

    Related: Striking the Right Balance As a Mompreneur

    1. Have a plan

    When it comes to making a plan, start by figuring out how you want to divide your time between your family and business commitments. Do you want to give the kids extra attention during their break or do you want to keep your work schedule as normal as possible? Once you decide, create a schedule and stick to it. Consider setting aside specific blocks of time for each task so that you can stay on track and get everything done.

    You should also make sure to leave some wiggle room in case something unexpected comes up. Finally, don’t forget to include time for yourself in your plan. As a mompreneur, it’s easy to get caught up in the daily grind and neglect your own needs. But taking care of yourself is just as important as taking care of your family and business. So make sure to carve out some time to relax and unwind.

    2. Set boundaries

    During spring break (or any school holiday), you don’t have to drop everything and be with your children 24/7, but you should make sure that you have time to spend quality time with them. Have a conversation with your family about the expectations for the week like what activities you will do together, when you will have time to work, etc.

    It’s also important to set boundaries with work. If possible, try to block off time in advance to ensure that you are able to dedicate time to your family without feeling pressure from work. This could be an hour or two each day or a specific block of time during the day or week. Make sure to communicate your plans with your colleagues or clients and let them know when you will be available and when you won’t. That way, you can enjoy your break without worrying about emails piling up or missing an important deadline.

    3. Be flexible

    If you know that certain days are going to be full of activities with the kids, try scheduling any necessary tasks beforehand or make up the time later on. You may also want to take advantage of the extra time your kids have off by delegating some of their chores to them while you focus on your business. Being flexible during the spring break season doesn’t mean sacrificing your business goals. Instead, it’s about finding a balance between parenting and being an entrepreneur. With a little planning and creative thinking, you can have a successful spring break season both as a mom and a business owner.

    Related: Why This Mom Entrepreneur Is All About Quarterly Planning

    4. Get help

    If you need help managing the kids during spring break, don’t be afraid to ask for it! Reach out to family, friends or even childcare providers if you need assistance. You may also want to consider a babysitter or nanny who can help with activities and take the kids off your hands when you need to focus on work.

    If you have the means to do so, hiring a virtual assistant to help with day-to-day tasks can free up some of your time. You can also outsource some tasks such as bookkeeping, social media management or web design. This will allow you to focus on what’s important to you and your business. Finally, don’t be afraid to lean on your support network. Ask for advice or help when you need it. It’s often easier to ask for help than you think!

    5. Take time for yourself

    It’s easy to get overwhelmed with all the extra demands that come with having kids out of school, so taking some time to relax and unwind can help you stay on top of your work by doing something you enjoy, like reading a book. Taking time for yourself can help refresh your energy levels and increase productivity. Finally, remember that it’s okay to take some time away from work during spring break. You don’t have to feel guilty about taking time off, as long as you plan ahead and make sure all your work is taken care of. Balance is key and taking the time to invest in yourself will help you keep up with all your responsibilities.

    Lesley Pyle

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  • New Study Confirms Parent Confidence on the Rebound as Parents Look to the Future of Child Care and Work

    New Study Confirms Parent Confidence on the Rebound as Parents Look to the Future of Child Care and Work

    KinderCare’s latest Parent Confidence Report shows that both parent confidence and stress levels are at an all-time high. Parents of all political beliefs agree that child care is at a crisis point in this country as they reimagine the future of work.

    Press Release
    –

    Apr 7, 2022


    PORTLAND, Ore., April 7, 2022 (Newswire.com)
    –
    Despite all the setbacks that parents have faced during these past two years, parenting confidence is on the upswing, as revealed in the 2022 Parent Confidence Report, a national study from KinderCare Learning Companies®, conducted by The Harris Poll. After two years of lagging confidence levels, 86 percent of parents now report they feel confident on a typical day. At the same time, stress levels have reached an all-time high at 59 percent, making the state of parenting more complex than ever. 

    Many parents made career changes, navigated school closures, and juggled the social, emotional, physical and academic needs of their children these past two years. The study shows that parents now expect even more support from employers and the government when it comes to child care. In fact, working parents prefer child care assistance more than established “off hours” from their employers and, more than ever, parents agree that government should help offset the cost of child care.

    “While this year’s Parent Confidence Report shows the true cost the pandemic has had on parents across the nation, it also shows that parents – like children – are resilient,” said Dr. Elanna Yalow, Chief Academic Officer of KinderCare. “Our report underscores what we hear every day from families in our centers and from our employer partners: child care is the most pressing need for parents today. In fact, parents across the political spectrum agree that child care is at a crisis point and that employers and the government need to provide more support.”

    Key findings from this year’s report include:

    • Child care needs are driving the future of work. Parents are at the forefront of reimagining work and are making career modifications to be more available for their children. Forty percent of parents are open to or actively seeking new jobs right now, and roughly 60 percent have or have considered taking a career break due to child care needs. Working parents prefer employer-provided child care assistance, either through subsidized tuition or in a center, over employers setting “off hours” where parents are unplugged and unreachable. 
    • Hybrid work could shape the future of child care. Sixty-nine percent of parents believe that “hybrid work has or will change my child care needs.” Working parents are looking for flexible, employer-sponsored care to support them. Outside of family and friends who can help, the biggest needs for hybrid workers are co-working and play centers (39 percent), multiple locations for child care (37 percent) and on-demand care options (36 percent).
    • Parent confidence is at an all-time high, yet so are stress levels. Eighty-six percent of parents report that they “feel confident in their parenting on a typical day,” rising from its 2020 and 2019 low of 77 percent. Despite growing confidence, parents’ stress levels are also at an all-time high – 59 percent of parents feel that “parenting during Covid-19 has been the most stressful time of my life,” up from 55% in November 2020. 
    • Uncertainty around child care is a key factor in parents’ stress. Many parents have spent more time with their children these past two years than ever before, likely contributing to parenting confidence. In fact, more working parents are leveraging work flexibility to be present in their children’s lives (69 percent), an increase of 10 percentage points from February 2020. At the same time, many of the reasons for this increased time together are also some of the main causes of stress: Nearly half of parents said the uncertainty around the safety of sending their children to school and child care has complicated their ability to confidently navigate parenting (44 percent), followed by uncertainty around school/child care closures (36 percent).
    • Parents expect more from child care providers, with mental health & inclusion taking a front seat. With increasing reporting on mental health challenges among children, roughly 80 percent of parents think that mental health needs to be part of the school curriculum moving forward. Eighty-three percent of parents also feel that all types of families should be celebrated in classrooms, and 81 percent note the importance of their child(ren) seeing themselves reflected in these spaces, such as in books, activities, or cultural celebrations.
    • Where do we go from here? Insights show a turning point for America. Americans of all political beliefs agree that child care in this country is at a crisis point in terms of accessibility and affordability (77 percent of Democrats and 68 percent of Republicans). More than ever, they’re looking to the government for assistance. Seventy-two percent of all parents believe that the government should help offset the cost of childcare, a 10 percent increase from November 2020.

    More information about this year’s Parent Confidence Report is available here. The full report is available here.

    ###

    About the Parent Confidence Report 2022

    The Parent Confidence Report examines confidence levels of parents and the factors that impact them. The first study was conducted in 2019, and this year’s survey was conducted online within the United States by The Harris Poll on behalf of KinderCare from Jan. 14, 2022, to Jan. 22, 2022, among 2,023 parents with children aged 12 and younger representing a national sample. Within the sample, 992 parents with children ages 5 and under and 1,031 parents with children aged 6-12 were also surveyed.

    About KinderCare Learning Companies®

    KinderCare Learning Companies is one of America’s largest providers of early childhood and school-age education and child care. KinderCare supports hardworking families with differentiated flexible child care solutions to meet today’s dynamic work environment in 40 states and the District of Columbia:

    • In neighborhoods, with KinderCare® Learning Centers that offer early childhood education and child care for children six weeks to 12 years old;
    • At work, through KinderCare Education at Work™, providing customized family benefits for employers across the country, including on-site and near-site early learning centers and backup care for last-minute child care, and
    • In local schools, with Champions® before and after-school programs.

    Headquartered in Portland, Oregon, KinderCare operates more than 2,000 early learning centers and sites. In 2021, KinderCare earned its fifth Gallup Exceptional Workplace Award – one of only four companies worldwide to win this award for five consecutive years. To learn more, visit KC-Learning.com.  

    PR Contact:
    media@kc-education.com
    503-872-1300, option 3

    Source: KinderCare

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  • San Diego Regional Center Partners With TOOTRiS to Offer Comprehensive Child Care Solutions to Employees

    San Diego Regional Center Partners With TOOTRiS to Offer Comprehensive Child Care Solutions to Employees

    New Alliance Will Enable Nonprofit to Better Support Key Staff Across Eight Locations

    Press Release
    –


    updated: Jun 15, 2021


    SAN DIEGO, June 15, 2021 (Newswire.com)
    –
    The San Diego Regional Center (SDRC), a leader in the community for persons with developmental disabilities, has partnered with TOOTRiS to provide real-time Child Care services to its employees. With this partnership, SDRC’s staff of more than 600 will have access to thousands of local Child Care providers through the TOOTRiS’ platform, removing barriers that prevent working parents from remaining in the workforce and advancing their family-friendly work environment.

    As a first-of-its-kind SaaS platform, TOOTRiS connects parents, Child Care providers, employers, and subsidy programs all in real time. One of TOOTRiS’ goals is to create sustainable, systematic change for greater equality. Child Care challenges cause one in four women to leave the workforce and costs employers millions of dollars each year in turnover, lost productivity, and absenteeism. Over the last year, nearly 3 million women dropped out of the workforce across America, many due to the lack of Child Care. With a staff of more than 65% women, SDRC recognizes that Child Care support is key for long-term success, and its partnership with TOOTRiS is a win-win solution for the organization and the community.

    “Through this partnership with TOOTRiS, our employees now have access to the only real-time Child Care benefits solutions available, ensuring our employees have access to quality Child Care so they can thrive at our organization,” said Carlos Flores, San Diego Regional Center Executive Director. “By providing an affordable Child Care service and increasing Child Care availability and visibility for families, TOOTRiS creates a level playing field so that all working parents, regardless of economic status, location, or schedule, have a chance to pursue professional growth.”

    “When employees are provided access to Child Care benefits, they are not forced to choose between a paycheck and their child,” said Alessandra Lezama, CEO of TOOTRiS. “Families in San Diego with two working parents spend up to 40% of their income on Child Care. That is excessively high. The San Diego Regional Center has always been a forward-thinking nonprofit, dedicated to providing the best services for our community. By offering Child Care as part of its existing employee wellness program, the organization will significantly improve productivity, career advancements, and employee retention, allowing SDRC to continue its amazing work.”

    About the San Diego Regional Center
    The San Diego Regional Center is a service of San Diego-Imperial Counties Developmental Services, Inc. and a private nonprofit 501(c)(3) organization that contracts with the State of California to provide the services outlined in the Lanterman Developmental Disabilities Services Act. The San Diego Regional Center is a focal point in Imperial and San Diego counties for 33,000 persons with developmental disabilities such as intellectual disability, cerebral palsy, epilepsy, autism, and other disabling conditions, encouraging them to live productive, satisfying, and meaningful lives as valued members of our community.

    About TOOTRiS
    TOOTRiS is reinventing Child Care, making it convenient, affordable and on-demand. As the world shifts to digitalized services, TOOTRiS helps parents and providers connect and transact in real time, empowering working parents – especially women – to secure quality Child Care, while allowing providers to unlock their potential and fully monetize their program. TOOTRiS is creating a new digital economy that promotes entrepreneurial opportunities for individuals with passion and talent to become Child Care providers, improving their quality of life while increasing the much-needed supply of Child Care across the state. TOOTRiS’ unique technology enables employers to provide fully managed Child Care Benefits, giving their workforce the flexibility and family support paramount to regaining employee productivity and increasing their ROI.

    Press/Media
    press@tootris.com
    (858) 529-1123 

    Source: TOOTRiS

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  • Vista Community Clinic Adds TOOTRiS’ Real-Time Child Care Platform to Support Employees

    Vista Community Clinic Adds TOOTRiS’ Real-Time Child Care Platform to Support Employees

    First-Ever On-Demand Online Service Provides Critical Assistance to Parents, Employers & Child Care Providers

    Press Release
    –


    updated: May 13, 2021


    SAN DIEGO, May 13, 2021 (Newswire.com)
    –
    Vista Community Clinic, a federally recognized and award-winning health care institution in Southern California, has partnered with TOOTRiS to integrate real-time Child Care services for the Clinic’s employees. TOOTRiS’ on-demand platform provides Vista Community Clinic’s employees access to thousands of Child Care providers and afterschool programs in their area, reducing challenges that arise from staff not having affordable and available options for their children.

    TOOTRiS is a first-of-its-kind SaaS platform that allows parents to view real-time inventory of available Child Care and afterschool program slots – all accessible online via a desktop or mobile device. For employers, TOOTRiS acts as an extension of employee wellness programs, making it easy for working parents to find Child Care, which is proven to reduce absenteeism and turnover costs while increasing diversity and inclusion.

    Last year, about 52% of working parents had work interruptions due to lack of Child Care support/availability, according to a Move.org survey. TOOTRiS’ turnkey Child Care services empower Vista Community Clinic’s working parents – especially women – by delivering real-time access to thousands of diverse programs, enabling them to find, communicate with, enroll in and pay for programs, all while completely contactless. This allows parents at Vista Community Clinic to stay focused and remain in the workforce, while supporting their children’s development.

    Vista Community Clinic’s Community Health Centers – which treat more than 69,000 patients every year – are all located in Southern California, one of the most difficult regions to find Child Care.

    “Diversifying our employee wellness program by providing new family-focused offerings like Child Care assistance aligns well with our organization’s culture and values,” said Fernando Sañudo, CEO of Vista Community Clinic. “Locating Child Care has been a stressful, time-consuming burden for many of our working parents. We are excited to partner with TOOTRiS to provide our employees with relief, while helping us better fulfill our mission of providing access to premier health services and education for those in our community who need it most.”

    As part of the partnership, Vista Community Clinic’s workforce now has a dedicated portal, access to TOOTRiS’ large network of Child Care providers, from infant care to school-aged and afterschool programs, and receives 24/7 personalized support from TOOTRiS’ Early Childhood Education team.

    “Vista Community Clinic’s new Child Care assistance program highlights its deep commitment to its workforce and supporting true work/life balance,” said TOOTRiS CEO Alessandra Lezama. “By expanding their benefits programs to include Child Care solutions, Vista Community Clinic continues to lead as an innovator in employee development and wellness, and we are happy to add their organization to the growing list of employers who now offer TOOTRiS’ to their staff.”

    TOOTRiS acts as a trusted partner and benefit administrator to help employers such as Vista Community Clinic improve employee wellness. In February 2021, TOOTRiS was recognized by the San Diego Regional Chamber of Commerce for its efforts supporting employers with Child Care solutions, receiving the coveted Moving San Diego Forward award.

    “With our turnkey Child Care platform, we empower more parents to return and remain in the workforce with complete peace of mind,” Lezama said. “Organizations that offer Child Care as a Benefit create a positive environment where employees feel more supported, valued and encouraged to continue advancing their careers.”

    About TOOTRiS
    TOOTRiS is reinventing Child Care, making it convenient, affordable and on-demand. As the world shifts to digitalized services, TOOTRiS helps parents and providers connect and transact in real-time, empowering working parents – especially women – to secure quality Child Care, while allowing providers to unlock their potential and fully monetize their program. TOOTRiS is creating a new digital economy that promotes entrepreneurial opportunities for individuals with passion and talent to become Child Care providers, improving their quality of life while increasing the much-needed supply of Child Care across the state. TOOTRiS’ unique technology enables employers to provide fully managed Child Care Benefits, giving their workforce the flexibility and family support paramount to regaining employee productivity and increasing their ROI. Learn more at tootris.com.

    About Vista Community Clinic
    Vista Community Clinic (VCC) is a leading provider of affordable, high-quality health care to more than 69,000 residents of San Diego, Riverside County, and Orange counties. VCC provides comprehensive medical services and innovative health education programs to all community residents, regardless of income or insurance status. The National Committee for Quality Assurance (NCQA) has designated VCC as a Level 3 (highest) Patient-Centered Medical Home. The Vista Community Clinic advances community health and hope by providing access to premier health services and education for those who need it most. Learn more at vistacommunityclinic.org.

    Press/Media
    Kathleen Gonzales
    (619)368-2701
    kathleen@elevated-pr.com

    Source: TOOTRiS

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  • Whittier Street Health Center Among 100 Organizations Selected for AG Grant to Partly Fund Summer Jobs for Youth

    Whittier Street Health Center Among 100 Organizations Selected for AG Grant to Partly Fund Summer Jobs for Youth

    Summer Youth Employment Program at Whittier Gets a Financial Boost From Healthcare Settlement Money From AG Maura Healey’s Office

    Press Release
    –


    updated: Jul 16, 2019


    ROXBURY, Mass., July 16, 2019 (Newswire.com)
    –
    ​​​​Massachusetts Attorney General Maura Healey recently announced her office will award Whittier Street Health Center ​part of the state’s healthcare settlement money in a grant to support the summer hiring of youth. Whittier is one of 100 organizations across the Bay State who were selected for the grant.

    The generous support of Healy’s office will partly fund youth counselors for Whittier’s Summer Youth Enrichment Program, a summer day-camp which began in 2003 to meet the needs of working parents in the community. The majority of Whittier’s campers are from housing developments in the Roxbury area, where the opportunity for positive and safe summer activities is slim.  

    Throughout the six-week summer program at Whittier, children ages 6 to 11 participate in sports and fitness activities, maintain and contribute to Whittier’s community garden, participate in cooking classes and nutrition workshops, and receive mentoring about healthy lifestyles.  

    “Our summer jobs program provides hundreds of young people across the state with an opportunity to challenge themselves, gain new skills and make a difference in their own community,” said Healey, who launched the Healthy Summer Youth Jobs Grant Program in 2015, and has funded more than 800 jobs to date.

    One of those jobs belongs to Roxbury resident Tryshten Suazo, who has been employed as a youth leader at Whittier Street Health Center’s Summer Enrichment Program since 2015. Suazo began the program as a day-camper himself and credits the program for having a profound impact on him. 

    “It impacted me in the way it increased my ability to socialize,” said Suazo, who appreciates the opportunity to work at the summer program and interact with the community. For young people like Suazo, the options for summer work in his urban Boston neighborhood are minimal and primarily in customer service or retail. “Not only are you making money and occupying yourself, you’re focusing on something that you’re interested in. I just love coming to hang out. I’m learning something new every day,” he said. 

    “It really does benefit the community,” added Suazo. “Parents need to find a good place to bring their children, not only to have fun and learn stuff from other people but also expose them to new things they can bring back to their neighborhoods.”

    For low-income youth without a summer day program, a Johns Hopkins Learning Association Report found a phenomenon known as the “summer slide,” which manifested in lower rates of high school graduation, seasonal weight gain three times as fast and deficits in valuable social-emotional learning skills such as conflict resolution, cooperation and communication abilities.    

    The mission of Whittier Street Health Center is to provide high-quality, reliable and accessible primary health care and support services for diverse populations to promote wellness and eliminate health and social disparities. The health center also provides community-based cancer care in partnership with Dana Farber Cancer Institute; general dentistry; HIV services; laboratory; obstetrics and gynecology; pediatrics/adolescent health; LGBTQ clinic; eye care; and mental health counseling. Whittier also runs over 40 social service initiatives from a food pantry to a wellness center/gym, addressing everything from substance abuse, violence, trauma, food insecurity and total person holistic wellbeing. Whittier Street Health Center is a 501c3 charitable organization.

    Media  Contact:
    Jesse Migneault Phone: 617.989.3283
    Email: jesse.migneault@wshc.org
    @Whittier_Boston

    Source: Whittier Street Health Center

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