Job seekers are increasingly interested in the benefits provided by employers rather than the money they could earn. Those who are already employed are in the same boat. Not surprisingly, though, moms who want to go back to work after giving birth or adopting a child are more interested in parts of the job that aren’t directly related to how much money they’ll earn.
What could be some of the benefits that working women want to have?
1. Flexible work hours
One of the most effective strategies for organizations to recruit working mothers is to offer them flexible work schedule alternatives. When a woman has more flexibility in terms of when and where she works, work becomes much more interesting.
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When it comes to integrating caregiving responsibilities with work, flexibility is key. Mothers with young children, for example, are likely to appreciate the ability to work from home when they need to. It’s crucial that new mothers be able to be close to their newborn babies after maternity leave instead of being separated from them for eight hours or more each day.
When it comes to work schedule flexibility, mothers with older children may have different demands. They may value the ability to work shorter workweeks so they can have a day to themselves during the week while still being able to spend the entire weekend with their families.
2. Help with childcare
According to recent surveys on child care assistance, 64% of working parents worry about their children at all times of the day.
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Not surprisingly, employers that offer child care services are in high demand among working mothers. As for employers, the good news is that they have several options to provide working parents who need help caring for their children while they’re at work.
Of course, the ideal would be to provide on-site childcare options at a reasonable cost, such as Wee Watch.
One idea is to implement flexible spending for child care expenses, similar to how an employer would for an employee’s personal health care expenses, allowing working women to pay a portion of their child care costs on a pre-tax basis. .
Another alternative is to allow parents to take a paid day off if their children are sick, which is a benefit increasingly offered by organizations looking to hire the best talented women.
3. College Savings Plans
While retirement plans and prospects are on everyone’s mind, businesses need to keep in mind that retirement isn’t the only future life event that working parents save for. Employers are increasingly providing college savings accounts to employees in the same way they provide retirement accounts.
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Like any other perk a company can provide working parents, most of them will be more interested in incentives that benefit their family than those that benefit them personally. College is an upcoming event that is on most parents’ minds as soon as their children are born, which makes employer-sponsored college savings plans very attractive.
4. Personal benefits
While family-related bonuses and incentives are always a plus and a priority, providing personal rewards to show that you care and pamper your working moms will never be ignored. It’s challenging to manage and balance work and family life, so offering bonuses both on-site and off-site geared toward making working moms’ lives easier and happier can’t hurt.
You can even get creative and provide services like in-office pedicures and manicures, as well as visits to the hairdresser.
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The bottom line
You can provide flexible spending accounts to your employees, similar to those you provide for healthcare and/or day care. You can also provide consultations with elder care professionals to help your employees find the best solutions, or partner with elder care groups in your area to offer discounts to your employees.
The medical information provided in this article is provided solely as an information resource. This information does not create a doctor-patient relationship and should not be used as a substitute for professional diagnosis and treatment.