Supporting Single Parent Employees: Strategies for Success

Over one in three children, or 24 million, live with a single parent in the United States, regardless of whether that parent is divorced, separated, widowed, never married, or has an absent spouse. This country has one of the highest proportions of single-parent homes in the world. It is important for organizations to understand the specific caregiving demands of their single parent employees to help alleviate their stress and burnout in the workplace.

Prior to the pandemic in January 2020, 81% of single mothers were employed; however, after the pandemic, their participation fell more precipitously than that of other parental categories, and it is recovering at the slowest rate. These parents face unique challenges managing work and home obligations, leading to physical and emotional exhaustion. The cause of burnout is not individuals but companies and work cultures, which requires a systemic change to effectively address this issue.

Here are some considerations for businesses to make in order to support their single parent workers:

Make an effort to hire and promote solo parents.

Many women and single mothers were affected by the pandemic, having to leave or reduce their hours in the workforce. Businesses must work to rehire and evaluate these individuals fairly without penalizing them for caring responsibilities. The traditional workplace norms are based on the outdated “ideal worker” model, leading to bias and discrimination. Businesses should create work structures and procedures that recognize and support care responsibilities and the personal lives of all employees. To counter bias, structured interviews with employment criteria should be conducted, and AI algorithms must be reprogrammed to account for Child Care disruptions, especially for single parents.

Make company culture inclusive.

Language plays an important role in creating a supportive workplace for single parents. Events should not be advertised as “for couples” or require attendees to bring spouses. Instead, use language like “plus one’s welcome.” Employers should not presume that single parents don’t want challenging tasks or travel. It is important to ask them directly. Single parents should be compensated if they are required to attend after-hours work events as it requires additional planning for Child Care. Marika Lindholm, founder of ESME, suggests asking single parents about their career goals and opportunities, which can lead to open discussions about better support and recognition. Regular check-ins and allowing single parents to request assistance should also be part of management procedures. By being sensitive to their balancing act and encouraging open discussions, single parents can receive the support they need while also having their contributions and skills recognized.

Structure and organize work creatively and flexibly.

The impact of the pandemic has led organizations to focus on promoting employee well-being and mental health. Dr. Stephanie Lee, the senior director of the Child Mind Institute, emphasizes the importance of stopping the normalization of overworking as a crucial measure against burnout. The pandemic has dismantled the previously held standards of always-on and lengthy hours in the office, leading companies to rethink work based on mission and purpose and giving employees greater choice and autonomy over when and where they work.

Cali Yost, founder of the Flex+Strategy Group, mentions that prior to the pandemic, many organizations either opposed flexible work or only offered it with limited training. The pandemic has forced everyone to be more creative and organizations should now exchange best practices on flexible work to benefit not only single parents, but all employees. Workplace experts also suggest that management should focus on employee motivation, challenge, and meaningful work, as well as “work hygiene,” such as fair wages, insurance benefits, and equitable workplace conditions.

Create opportunities to set boundaries, take breaks, and rest.

Many people, notably single parents, choose to work more rather than take time off to bake bread or take up a hobby, placing them at risk of burnout. Considering this, organizations should support initiatives for universal paid family and medical leave, paid sick leave, and paid vacation leave or strengthen paid time off programs to guarantee employees have time off from work. To ensure that employees can take breaks without being penalized, consider procedures for how to handle unused paid vacation time they may accrue. Likewise, urge managers to set a good example by taking vacations.

Help with Child Care.

What working parents, particularly single parents, have known for years is that Child Care is not optional. To help, businesses must take a more active role. A nationally represented study by the Society for Human Resources Management (SHRM) found that 87% of employees would benefit from assistance with Child Care or educational services, however, only 8% of businesses offer it. Historically, companies haven’t had a viable, cost-effective option to provide Child Care support – especially to solve the biggest issues of access and affordability. A recent report from the Marshall Plan for Moms noted that affordability (80%) and accessibility (51%) are the biggest Child Care challenges parents face. The solution is TOOTRiS. The turn-key Child Care benefit administration platform connect parents in real-time with licensed Child Care providers across the country making Child Care more affordable and accessible which provides immediate benefit to both parents and employers.