Tramelle Jones, a single parent working full-time at a national nonprofit, negotiated flexibility into her role to survive and prosper after giving birth. She understood that she had to keep running at hyper pace or her team would suffer. Werklabs and The Mom Project surveyed 1,700 working parents and found that “flexible” is one of the most controversial phrases in our professional lexicon. Over 91% of working parents in the US are trying to do and be it all. Experts and moms want working parents to know how to negotiate the required and well-deserved flexibility into their present or future employment…
Since the pandemic, times have changed, but this time they are permanent. Old job systems don’t work for certain parents, hurting firms’ missions and bottom lines since women are vital to the workforce. More women in the workforce may boost global GDP by $12 trillion. Parents must now carefully define flexibility in each job they apply for. In a 2023 Motherly study of 10,000 women, over half indicated they need affordable childcare to return to work. Additionally, mental health and the ability to combine domestic tasks, relationships, and income are major concerns. Moms who wish to work may find it easier to stay home.
Progressive businesses and programs like The Mom Project are reframe the conversation and equip parents to proceed. Parents must identify their priorities before an interview or conversation with their boss to avoid selling themselves short. Work-from-home possibilities, health or childcare benefits, tuition reimbursements, and flexible scheduling for doctor appointments, carpools, and bus rides may be priority.
Tramelle Jones, a strategic success and workplace wellness consultant with TDJ Consulting, helps others create their ideal workplace. She avoided casual conversations when discussing pregnancy appointments, suggested specific projects, and took on other chores to balance her time away from the office. She asked coworkers to switch tasks for ones that worked better for her and gave them favorites, which worked best for everyone and helped her complete assignments.
Carrie Rose, a treatment center executive director and founder of SunUp Coaching LLC, aims to balance her career and family by leaving work at 2:30 p.m. She hopes that more parents will advocate for their schedules to care for their children. Gina Newton, a pharmaceutical consultant and spiritual living coach, establishes boundaries with clients upfront, stating her expectations for remote work only and 25 flexible hours max. She believes that this will never affect work quality and builds trust and accountability from employers.
Communication and truth-telling should be communicated from the start at every new employment. If an employer doesn’t respect it, it won’t change. Breastfed workers take fewer sick days to care for their babies because breastfeeding builds their immune systems. Strategies to help staff combine work and life and breastfeed include nursing breaks every two hours at work, approval to breastfeed while working, two-, four-, or six-hour shifts with flextime, and working remotely only.
Marla J. Albertie, owner and founder of TruthSpeaksGroup LLC, suggests freelancing, consulting, job-sharing, and return-to-work programs. She advises evaluating work hours and location control to distinguish between flexible jobs and part-time jobs. Working parents can improve their work-life balance by discussing their needs, negotiating with their employers, and contemplating other jobs.
Conclusion
As job and parental responsibilities change, working parents must fight for flexible work arrangements that help them succeed in both roles. They can improve their work-life balance by discussing their needs, negotiating with their employers, and contemplating other jobs.
Working parents must advocate for flexible work arrangements to balance employment and parenting. Discussing needs, negotiating with employers, and considering new employment can help working parents balance work and life.
