Juggling the demands of a career with the responsibilities of raising children is no small feat, and it is a challenge that millions of parents navigate every day — in recognition of National Working Parents Day, it is important to highlight the support systems that make this balancing act possible. In today's fast-paced and increasingly demanding work environment, creating a supportive culture for working parents is not just a benefit, it is a necessity. 

Recent data underscores the growing prevalence of working parents in the labor force. According to the Bureau of Labor Statistics, 67 percent of married-couple families with children had both parents employed in 2023, a significant increase from 45.5 percent in 2020. As this trend continues to increase, the pressures on working parents have never been greater, and the need for companies to step up and support their employees is more critical than ever.

As a member of a two-working-parents household, I have personally experienced the immense challenges that can arise when navigating both a career and the needs of a child, and even more so when that child has special needs. My daughter was hospitalized due to meningitis when she was just six months old and subsequently lost her hearing to the infection. Since then, our family’s journey has been filled with countless medical appointments, therapies and even surgery. During this difficult time, having an employer that truly understands and supports the demands of parenting, especially in a situation like ours, has been nothing short of essential.

As more families navigate the challenges of balancing careers with parenting, companies that prioritize flexible and hybrid work policies are setting a new standard. These companies foster both professional growth and personal well-being to create a workplace culture that enables parents to thrive both at home and in their careers. With strategies such as flexible and hybrid work models, employee resource groups (such as GHJ’s Parenting Cohort) and leaders investing on a personal level with these initiatives, employers can create a more supportive environment for working parents.

THE IMPORTANCE OF FLEXIBILITY IN A HYBRID WORK CULTURE

At GHJ, flexibility is more than a buzzword — it is a core element of the Firm's #BeMore culture. For working parents, this flexibility is a lifeline that allows them to manage the unpredictable demands of parenting without sacrificing their careers. One of the key components of GHJ's supportive environment is its hybrid work policy, which allows employees to work from wherever they are needed most, whether that is at home, in the office or even from a hospital room.

During the challenging period when my daughter was hospitalized and had a stroke due to her spinal meningitis infection, GHJ's hybrid work culture allowed me to work from the hospital when necessary and flex my schedule around her numerous follow-up appointments, which included procedures and various therapy sessions. This level of support made a difficult time more manageable and enabled me to focus on my daughter's recovery while still maintaining my professional responsibilities.

Hybrid and flexible work environments are crucial to making this happen. GHJ shows that it is possible to create a culture where employees can achieve professional success while also being present for their families. This approach not only benefits the employees but also strengthens the company as a whole by fostering loyalty, reducing burnout and enabling parents to bring their best selves to work — even as their definition of “best self” changes.

CREATING A SAFE SPACE FOR PARENTS: THE PARENTING COHORT

GHJ's commitment to supporting working parents extends beyond work-life balance policies — it also offers a community where parents can connect, share experiences and support each other. One of the most impactful ways GHJ achieves this is through its Parenting Cohort, an employee resource group (ERG) specifically designed to provide a safe space for parents within the Firm.

ERGs, such as GHJ’s Parenting Cohort, play a vital role in workplace culture. According to Bentley University, 90 percent of Fortune 500 companies have ERGs in place, and Forbes reports that companies with active ERGs have a 72-percent higher employee retention rate. This research also highlights that ERGs play a crucial role in fostering a sense of belonging and community within the workplace. Building on the value of this, A Better Up study found that when employees feel a sense of belonging, job performance improves by 56 percent and turnover is reduced by 50 percent. This data underscores the significant impact ERGs have on employee engagement and company success.

GHJ’s Parenting Cohort provides a platform where parents can openly discuss the matters that are important to them, learn from one another and find guidance from those who have faced similar challenges. Whether it is navigating the complexities of a child's medical needs or simply combatting burnout, the Parenting Cohort offers invaluable support and camaraderie. The ability to connect with others who truly understand these challenges helps reduce the sense of isolation that many working parents feel.

“Talking about personal challenges at work can sometimes feel taboo, and working in an environment where you do not feel heard or understood can feel isolating,” said GHJ Parenting Cohort Sponsor Dan Landes. “ERGs like the Parenting Cohort create a space where people can be frank about their struggles. This open dialogue helps our team members feel valued and supported, and it also highlights their common challenges. When issues are brought to light, it allows us to make meaningful changes that improve our work environment for everyone.”

Moreover, the impact of ERGs extends beyond emotional support. According to Forbes, 55 percent of companies say ERGs have positively impacted their recruiting efforts, and 75 percent say they have helped retain employees. Companies with active ERGs, like GHJ, often see higher levels of employee satisfaction, which can translate to greater productivity and reduced turnover. For parents, this means not only having a support system in place but also feeling more connected to their employer and knowing that their needs and challenges are acknowledged and addressed.

By fostering such communities, companies can demonstrate their commitment to creating a supportive work environment that values the well-being of its employees.

POLICIES THAT ALLOW CAREER PROGRESSION AT ONE’S OWN PACE

Equally important are the policies that allow employees to progress in their careers at their own pace. For working parents, this flexibility is essential, as parenting demands evolve over time. Companies that offer the ability to adjust career growth according to personal circumstances provide their employees with the necessary space and support to balance critical family responsibilities with their professional aspirations.

“Our profession is highly competitive, and career advancement is often linked to the number of hours we work, the extra projects we take on and the visibility in the leadership team. As a young mom, I could not work 50- or 60-hour weeks and I could not attend countless networking or recruiting events, so I gravitated toward projects that played into my strengths and I could do on my own time, such as technical research and training,” said Yulia Murzaeva, a leader in GHJ’s Audit and Assurance Practice. “For a period, I even worked reduced hours when my kids needed me most. But I had many conversations with my colleagues and department head and was assured that I could still make an impact at the firm and that my career would still progress despite the reduced hours.”

My own experience at GHJ is a testament to the value of such policies. When my daughter was hospitalized, the immediate and ongoing support from GHJ allowed me to step back and focus entirely on her needs without worrying about my job. Firm leadership recognized the gravity of the situation and allowed me to hold back on pushing forward my career during that challenging time. I instead focused on the work in front of me and caring for my child, rather than feeling pressured to move up the ranks. The Firm’s support provided temporary relief while also considering how I could continue to care for my family and maintain my professional role in the long run.

Once my daughter's health stabilized and our family settled into a routine (an effort that is still in progress), I was able to put my foot back on the gas in terms of career growth. The flexibility and support I received meant that when I am ready to refocus on my career, GHJ is there to encourage and facilitate that growth. 

This kind of support is invaluable for working parents and illustrates the long-term benefits of creating policies that do not just talk about work-life balance but actively support it through flexibility and personal understanding.

LEADERSHIP THAT WALKS THE WALK

One of the most significant ways companies can support their employees, particularly working parents, is through leadership that genuinely believes in and models the importance of work-life balance. When leaders not only talk about flexibility but also live it, they set the tone for a culture that values both personal and professional well-being. This kind of leadership is crucial for working parents, as it provides the freedom to be present for their children while also maintaining their professional responsibilities.

A supportive work environment is invaluable. A study published in the Frontiers in Psychology found that workplace strategies promoting work-life balance, particularly when endorsed and modeled by leadership, are associated with significant improvements in employee mental health, lower stress levels and reduced burnout. The study also highlights that companies with strong leadership support for work-life balance see higher employee retention and engagement, which in turn boosts overall organizational performance.

Leadership at GHJ has consistently demonstrated that work-life balance is a priority. By pursuing their own outside passions — whether spending time with their children or engaging in personal interests — leaders set an example for all employees. This commitment from the top helps create an environment where working parents feel empowered to take the time they need to #BeMore for themselves or their families without fear of negative career repercussions.

“One thing that was always reinforced to me as I advanced in my career at GHJ was that individuals here are promoted based on their efforts and performance. I knew that being a minority or a woman would not impact my progression here,” said GHJ Nonprofit Tax Practice Leader Lizbeth Nevarez. “GHJ offered flexibility that allowed me to be there for my family while still meeting my job responsibilities. I have mentors and leaders who understand the struggles of balancing family life and career and continue to assess and address those challenges at the Firm.”

The broader lesson here is clear: When leadership at any company truly prioritizes and models work-life balance, it creates a culture where employees — especially working parents — can thrive in both their personal and professional lives. This not only benefits individual employees but also enhances the company’s overall performance by fostering a more engaged, satisfied and loyal workforce. Companies that embrace this approach will not only retain top talent but also attract it, as they become known for their supportive and balanced work environment.

KEY TAKEAWAYS FOR CREATING A SUPPORTIVE ENVIRONMENT FOR WORKING PARENTS

As companies look to attract and retain top talent, particularly among working parents, the need for a supportive work environment has never been greater. To truly support working parents, they must prioritize the following:

• Implement Flexible and Hybrid Work Policies: These policies are essential for enabling working parents to manage their dual responsibilities effectively. Providing the flexibility to work from home or adjust schedules around family needs is a game-changer.
• Foster a Supportive Community: Establishing groups such as a Parenting Cohort creates a safe space for parents to connect, share experiences and support one another. This community can be a valuable resource for navigating the challenges of parenting while maintaining a career.
• Allow Career Flexibility: Recognize that career growth may need to be adjusted at different stages of parenting. By allowing employees to progress at their own pace, companies can retain valuable talent and support long-term career development.
• Model Work-Life Balance from the Top: Leadership should not only advocate for work/life balance but also exemplify it. When employees see their leaders prioritizing family and personal well-being, it sets the tone for the entire organization.

By embracing flexibility, fostering community and leading by example, companies can create not only a great place to work but also a workplace that genuinely supports the personal lives of its working parents.