How to make your business more attractive to working parents

Balancing work and family life can be a challenge for many, and employers need to offer family-friendly policies to attract and retain talent. Here are some top tips for making your business more attractive to working parents.

3 mins read
I Stock 1215169781

12 Mar, 2024

​'Back to the office' is a relevant topic around the world at the moment. According to data from the Bureau of Labor Statistics (BLS), as of 2021, there were 32.8 million families with children under age 18, and, at least, one parent was employed in 89.1% of these families. It's vital that businesses offer family-friendly policies to make their organisation attractive to parents looking to return to work, and also to their existing workforce.

Parents possess many skills that are highly valuable to businesses, such as excellent time management, organisational and problem-solving skills, as well as experience working under pressure and managing competing priorities. Their presence helps to create a diverse and inclusive workplace which can improve employee morale and engagement.

In this competitive labour market, implementing family-friendly policies can increase your talent pool and boost your employee value proposition. Here are some top tips for making your business more attractive to working parents:

Provide flexible working

Flexible working is key for parents who often have busy schedules and need to work around school times and childcare hours. If there are no set restrictions on what times they need to be working, allow employees to set their own schedules. In addition, allowing employees to work from home can help parents establish a better work-life balance.

Introduce on-site childcare facilities

While on-site childcare facilities may not be suitable for smaller companies, employers with large offices, where staff are required to be in the office five days a week, should consider this provision. This can ensure parents have childcare for the hours needed for their role and allows them to spend time with their children during breaks, which is particularly useful for mothers who are breastfeeding and need to be close by.

Offer generous parental leave

When employees know their employer values their role as a parent and supports their need for family time, they are more likely to remain loyal to the company. Additionally, having time to bond with their child and adjust to their new family dynamic means they will likely be better mentally and emotionally prepared to return to work and be productive in their role.

Consider job sharing

This concept may be unfamiliar to many businesses but is becoming more popular. Job sharing can give two employees the work-life balance they need to prevent them from leaving altogether, and helps your business attract new professionals seeking part-time employment. While it’s not just parents who may seek part-time work, being flexible and understanding that work-life balance is important for families, will make your business more attractive to working parents.

Cultivate a family-friendly culture

Many parents often get left out of after-work activities due to childcare responsibilities. Holding regular events, where employees are encouraged to bring their families, will cultivate a supportive and welcoming company culture that will foster loyalty.

Check your biases

Historically, there has been a misconception that parents, particularly mothers, are less dedicated to their jobs and this bias is still plaguing the workplace today. As such, mothers often get overlooked for promotions or pay rises. Make sure these biases are not influencing business decisions in your company and provide managers with the right training and development so they do not make discriminatory decisions.

Extend health insurance to families

Private health insurance is a highly sought-after company benefit – but to parents, the health of their children takes priority. Ideally, employees should have the ability to include their children on their insurance policy.

Ask your employees!

The best way to ensure you are offering benefits that are meaningful to your employees is to ask them. Conduct regular surveys to establish the benefits and policies most important to them and above all, listen to their suggestions and implement changes where possible.

If you are looking for the next talented professional to join your team, or seeking a new opportunity yourself, get in contact with your Reed local office today.

You may also be interested in...

The biotech boom: considerations for sustained sector growth
3 mins read

The biotech boom: considerations for sustained sector growth

​In recent years, the World has witnessed a remarkable resurgence in the biotech sector.

This surge is reshaping the landscape of life sciences – growing from USD 366.7 billion in 2022 to USD 412.2 billion in 2023. Recent developments in biotech innovation address some of the world’s most pressing challenges, from human health to environmental degradation, to food security.

Biotech growth in the world

Scientists are making great leaps in gene-editing technology – heralding a new era of possibilities in enhancing cell research and, ultimately, curing infectious diseases.

One exciting venture is the Synthetic Yeast Genome Project, the creation of synthetic versions of all the organism’s chromosomes. This breakthrough has paved the way for designer yeasts with metabolic pathways tailored to make biofuels from diverse materials.

This example shows the sector has come a long way – creating a strong foothold for innovation. There will always be challenges. These challenges include the need for strong financial support, top research institutions, a thriving startup environment, and skilled scientists and researchers.

Biotech companies in Cambridge, Oxford, and London are using advanced technology to solve important scientific problems, leading to new job opportunities.

Developing a highly skilled industry

Let’s look at two key job roles needed to continue the sector’s growth.

Molecular biologists, especially those with expertise in cell line engineering, are crucial for the development of robust and reliable cell models that are essential for drug discovery, therapeutic protein production, and understanding complex biological processes. Their ability to manipulate and optimize cell lines can significantly accelerate research and development timelines.

Specialist bioinformaticians play a pivotal role in managing and interpreting the vast amounts of data generated by modern biotechnological processes. Their skills in data analysis, algorithm development, and computational biology are indispensable for translating raw data into meaningful insights, thus driving innovation and progress in the field.

Together, these experts contribute to the cutting-edge advancements that define the biotech industry and are needed to keep businesses on an upward trajectory.

Gene-editing leading the way

At the forefront of this biotech revolution is gene-editing technology, which holds immense promise in curing infections and revolutionizing cell research. Nobel prize-winning CRISPR tech, in particular, has emerged as a powerful tool for precisely modifying genes, offering unprecedented opportunities to address genetic diseases and develop new theories around treatment.

Gene editing’s impact on infection treatment is profound. It offers the potential to drive out persistent viral infections like the aforementioned HIV, presenting new options in the fight to find cures. Its role in combating the Covid-19 pandemic also highlights the versatility and promise of gene-editing as an antiviral modality.

By precisely targeting and disabling viral genes, researchers are paving the way for advanced treatments that could render once-deadly infections manageable or even curable.

The power of investment

While the potential of gene-editing technology and other biotech innovations is undeniable, the discussion will once again turn to investment to keep advancing research. As the boundaries of scientific innovation are pushed, extensive life sciences funding can drive several positive outcomes, including:

  • Research and development: increased investment enables biotech companies to accelerate their research and development efforts. Scientists can explore novel therapies, diagnostics, and technologies that address critical health and environmental challenges.

  • Clinical trials: funding supports clinical trials, allowing promising treatments to advance from the lab to real-world applications. These trials are essential for validating safety and effectiveness.

  • Job creation: a thriving biotech sector creates jobs across various disciplines, including research, manufacturing, engineering, and product development. Employment opportunities contribute to economic stability.

It’s worth noting that once investment is secured, there needs to be substantial collaboration between academics, industry leaders, and personnel at regulatory bodies to help steer towards scientific breakthroughs, economic prosperity, and global influence.

Looking ahead

Harnessing the collective expertise and skill of the biotech community could lead to an opportunity to redefine cell research and provide universal access to life-saving treatments. This means that policymakers hoping to boost the biotech industry need to listen to the wants and needs of the sector, including the importance of R&D tax credits for research-intensive startups, the ongoing availability of patient capital, and the need for funding and facilities that can be scaled up when necessary.

Looking for your next hire or considering your next career move in the scientific space? Contact our specialist consultants today.

Promoting career development benefits the hospitality and leisure sector and your company
4 mins read

Promoting career development benefits the hospitality and leisure sector and your company

​Opportunities to upskill and progress exist in every sector – most people don’t realize that hospitality and leisure are no different. Understanding how to upskill your staff and allow them to develop is the key to finding professionals to fill senior roles and create a pipeline of experienced candidates in your business.

Hospitality and leisure are an industry that allows you to work anywhere in the world. Many people have experience in the hospitality sector, yet don’t realize they are on the first rung of a career ladder which could take them all over the world.  Providing your employees with the tools to develop will only add value to your workforce and, in turn, your business. Any investment this costs you will be rewarded in the long run, as talented professionals will want to work for you and will be loyal to your business.

Hire adaptable workers with the right potential

Thinking about how you can develop a candidate before you even hire them will enable you to find employees who can adapt well to any hospitality role. Technical skills are easier to teach, but soft skills are fundamental. The key skills for success in hospitality and leisure are being good with people and the ability to handle stress.

Candidates with hobbies like traveling could also have the potential to go far in the industry. That’s because these individuals often have the drive to get ahead and like to work flexibly.

Qualifications and experience aren’t always the most essential things when you first hire someone. As long as someone has the right potential and drive, they can accrue this over time and you can start developing them into the perfect employee. 

Encourage and support the development of your employees

Fewer people are entering courses related to practical skills needed in the industry. It would benefit you to encourage your staff to take part in relevant courses to their role, to show them the benefits of a long-term career in hospitality.

Technical skills needed in the industry can progress through being a good leader and guiding your employees every step of the way. Trusting people with more responsibility can give them the confidence to aim for a more senior position or improve productivity in their current role.

Opportunities – give your staff a chance to utilize their skills and reach their full potential.  

Experiencing a variety of tasks will allow them to understand which way their career could progress. For example, one of your reception employees might dream of being a chef and want to gain some experience in the kitchen. Allowing some time for this opportunity can create a loyal and multi-skilled professional. You could even find you have yourself an employee who can work across a variety of roles. These workers would be your biggest asset.

Alternatively, your kitchen staff might want an opportunity to improve their social skills – this could be achieved by letting them do some shifts, working directly with customers or guests. Professionals in the hospitality and leisure sector should have these skills, especially when aiming for senior positions.  Having experienced staff who understand all operational aspects will improve the way the whole team works, boosting your level of customer service.

Education – companies who can afford to invest in their employees’ careers and support them are more likely to attract the best candidates. They will also see a great return on that investment. Providing opportunities for them to join courses to upskill or gain some extra industry insights can create grateful employees and a good reputation for your business. 

Language courses can also be handy, for both personal and professional development in hospitality and leisure. In certain areas of the industry, especially working in a hotel, your customers and guests are likely to come from all over the world. Language skills aren’t essential to the business, but they can be valuable, and a good way to encourage your employees to be more personable with guests. Better communication will create better guest experiences.

Helping your employees with their education doesn’t just mean buying them a training course. It could mean providing flexible working hours to fit their course schedule, or even just some positive reinforcement while they study. 

Professionals looking for work in hospitality will flock to your company if you earn a reputation for encouraging a growth mindset and personal development. The key is asking your staff what they would like to improve about themselves and supporting them. You will not only boost your business but improve skills across the entire hospitality and leisure industry.

​Are you looking for a hospitality and leisure professional, or your next career opportunity? Get in touch with us now.

Transformative talent: how career changers can enrich organisations at any age
3 mins read

Transformative talent: how career changers can enrich organisations at any age

​Career changes can help reignite passion for work and are a courageous step at any stage of life. Whatever rung of the corporate ladder an individual has reached, daring to push beyond their comfort zone into a new industry or type of role should be viewed positively by employers. Many workers are looking to fulfil ambitions their original career path couldn’t offer, and after years of experience in a particular sector may be ready to sidestep into something new.

One of the key advantages career changers bring to the table is a wealth of experience gained from diverse industries. Unlike individuals who have followed a linear career trajectory, those who transition between professions bring a multifaceted perspective that can prove invaluable in problem solving, decision-making, and innovation. Their skills and knowledge, acquired over time, can help shape how a team works and even contribute to organisational culture. For example, ex-forces personnel can strengthen communication, discipline, teamwork and leadership in business. 

Here are some other common attributes of those who change their career: 

Resilience

Career changers inherently possess the often-overlooked skills of resilience and adaptability. Navigating the complexities of change, be it industry shifts, new technologies, or different organisational cultures, is second nature to those who have successfully made a career transition.  

This adaptability enhances personal growth and helps employers who rely on teams rolling with operational changes. Resilience under pressure can ultimately save an organisation – whether through an understanding of the nuances of crisis communications or in making board-level decisions.  

Diversity of thought

Career changers, with their varied backgrounds and experiences, inject fresh ideas and approaches to the workplace. This diversity of thought can widen the outlook of a team, influencing new business partnerships, ways of working, as well as cultivating innovation.  

Diversity and inclusion are fundamental to business practice, but many leaders in today’s tech-oriented workplaces are relying on the generation most immersed in digital tools and practices to run the show, discounting those with other capabilities and aptitudes.  

Soft skills

Transferable skills learned across different sectors/industries can be highly beneficial in business, but soft skills are invaluable. Our recent research highlights a new focus among employers to prioritise soft skills over experience in the wake of candidate shortages– good news for career changers who have had years to hone expertise in negotiation, influencing and problem solving. 

Organisations should take steps to challenge age-related stereotypes and welcome those seeking new career journeys. Aside from strength of character, their experience may cover everything from public speaking, networking, customer service to management skills.  

How to attract career changers to your organisation

While the benefits of career changers are evident, it is essential to address the prevalent issue of age bias in the hiring process. The majority of career changers will be people with many years of experience behind them – making their perceived ‘fit’ into a team of younger people a potential issue for millennial leaders/hiring managers. 

A more relaxed approach to role requirements in job adverts can capture the interest of a wider range of people – after all, technical skills can be quickly learned but emotional intelligence, the confidence to experiment, and strategic thinking are harder assets to find.  

Promote stories of career changers who’ve made a difference to your organisation – add case studies and videos to your careers site of employees who found their way into their dream role from other industries. Invite them to become employee ambassadors, attending industry and careers events to help with recruitment. 

Most professionals looking for a different challenge are set on doing meaningful work, rather than trying to climb the corporate ladder or embellish their CVs. Someone who shows genuine passion for an industry or role, regardless of experience, could be your best hire this year. 

Looking to hire experienced professionals for your team? Our experts recruit across 20 sectors and are ready to help you find your next perfect hire. Contact one of our specialist consultants today.