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Childcare is a two-generation issue: gaps in quality and access not only affect children’s education, but also parents’ employment.
Viewing childcare as a pillar of our economy has become critical in the business community, especially during the pandemic. Many companies are following the call to make it easier for employees to access childcare.
The rising costs for parents and employers
It’s easy to understand why parents sometimes choose to stay at home, even when they’d love to return to work. Childcare remains very expensive, although nannies are often overworked and underpaid. For example, The average annual cost of unsubsidized childcare in California is $16,945 – Roughly twice the cost of a year’s public college courses and fees in the state.
The high cost and other childcare factors can discourage parents, especially women, from entering or re-entering the labor market. In fact, 28% to 40% of parents surveyed for the US Chamber of Commerce Foundation’s 2021 Untapped Potential study said they or someone in their household did not take a job because of problems finding appropriate childcare or had to change jobs.
The data, in turn, show that companies’ ability to recruit and retain skilled workers is reduced.
Status quo means states are losing $2.7 billion
We can’t keep the status quo because when childcare is gone, everyone suffers. The Chamber Foundation’s research found that states lose an average of $2.7 billion annually due to child care gaps. That number includes an average of $528 million in lost tax revenue and $2 billion lost to employee turnover and absenteeism.
The data is clear: childcare is an employee issue.
Determine employee childcare needs
Employers can take steps to improve access to childcare for employees, families and, most importantly, children.
First, ask employees what they need. Even if business owners think they know their employees well, there is no substitute for genuine conversations about employees’ experiences. It is important to remember that no two families are the same when it comes to caring for their children.
Create opportunities and safe communication spaces that allow honest feedback from employees. That is the simplest and most effective way to address the problem of childcare gaps.
Build in flexibility
Flexibility is often the biggest variable in parents’ ability to find suitable childcare. Business owners can’t always directly change how accessible childcare is, but they can work with their employees to make adjustments, such as: B. flexible working hours, shifts or schedules.
Employers can also take advantage of the growing trend of hybrid work.
These tactics and many others help parents respond to their children’s needs while remaining active members of the workforce. They are simple but powerful Steps that can work in companies large and small.
All industries and geographies are feeling the impact as families across the country struggle to access quality, affordable and flexible care for their children.
Ultimately, the best solutions will come from collaboration between different stakeholders. The business community is well positioned to take the lead in the ability of their employees to access childcare effectively. A proactive and collaborative solution to solving America’s child care crisis will benefit the economy, the quality of life for parents, and the educational future of our children.
Cheryl Oldham is Senior Vice President of Education and Workforce for the US Chamber of Commerce Foundationwhich produces 2021 Untapped Potential Series.
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