Stretched thin and always on — working parents have never been more at risk. Worse, young parents — your future leaders — are struggling most of all. What can you do to preserve your pipeline?
For Employers
Insights from the Bright Horizons Modern Family Index
For Employers
Insights from the Bright Horizons Modern Family Index
BURNOUT ON THE RISE
Why worry? 38% of parents are burned out – and they’re considering their options.
- 87% working parents admit they feel stressed at least once a day while they are plugging away at work — a rate that hasn’t budged since 2017.
- Fathers are more likely to trade in their work responsibilities to recover from burnout (70% vs. 65%) and more likely to ask for a lighter workload.
Debunking Myths About Back-Up Care
Alleviate the stressors that lead to burnout. Learn how comprehensive back-up care can support the real needs of working parents.
HEADED FOR THE DOOR
Burnout is so bad, 68% of parents would abandon career commitments to deal with it.
- Almost half (46%) would take more time off, and 23% would seek more vacation days.
- More than a quarter of working parents want to reduce their work schedule, with some asking for a lighter workload.
- 13% would quit their jobs without having a new one lined up.
Working Without a Net
Want to reverse this trend? Learn more about the care crisis affecting multiple generations across your workforce and how to solve it.
MODERN PARENTS, OLD-FASHIONED PROBLEMS
Millennial and Gen Z parents are surprised to be grappling with their parents’ problems — and it’s only gotten worse.
Retaining and Engaging New Parents
Your employees are planning families. Help them return to work by learning how to succeed at bringing new parents back after leave.
Creating The Modern Workplace
Benefits Beyond Leave
Parents call family friendliness so important, they’ve told earlier MFI surveys they’d leave their current jobs to find it – even if it meant taking a cut in pay. That means that while parental leave may get all the attention, it’s even more important for employers to focus on the experience parents have after they come back.
Demonstrate Support
Post-leave programs need to include on-ramping that show clear paths for careers, and benefits (child care, back-up care) that provide tangible relief for work-life conflicts. Both demonstrate the organization’s unequivocal support, and show parents their post-parenthood careers and contributions are valued.
Focus on the Future
Supportive cultures do more than support today’s employees. They show up-and-coming prospects that your organization is a place to build careers and raise families. That’s critical since women are increasingly delaying parenthood until their 30s, when they’re moving into critical leadership positions.
Modern Family Index Report
Access the complete set of findings.