Why implement a Working Parents Program?  
  Women now account for 50% of the workplace and there is an ageing population, so attraction and retention strategies are becoming imperative.  Working Parents Programs are designed to provide support and assistance for parents re-entering the workplace and parents juggling the responsibilities of work and parenthood.  
  What are the benefits of a Working Parent Program?  
  More loyal and productive workers
  A happier workforce
  Retention of valuable employees
  A point of differentiation when recruiting. Over half of all our graduates are women.
  Who are the key stakeholders of a Working Parents Program?  
  Expectant parents
  Working parents
  Senior level management
  Human resources
  What should you include in a Working Parents Program?  
  To know this, you need to consult your workforce. A Working Parents Program will be defined by the needs of your employees. What you offer may be very different to other businesses, and this may become an attraction tool for recruitment.  
  Start by conducting a demographic analysis:  
  What is the average employee age?
  What percentage of employees are parents?
  What percentage of employees has returned to work post parental leave in the past 5 years?
  What is the expected uptake of a Working Parents Program in the next 5 years?
  See the following guide for ideas of what to include in a Working Parents Program:  
  Activities / Products / Services  
  Working Parents toolkit for employees   TechTalk webinars
  Stay in touch program   Flexible Workers Database
  Lunch and Learn sessions / Forums   Workshops for employees and managers
  Return to work coaching   Working Parents Program - guide for managers
  Talk to us about any of these options. Send you questions to emma@mumsatwork.com.au or call 02 9967 8377.  
  Facts and Figures Worth Knowing....  
  FACT: Companies with more women in senior management financially outperform companies with proportionally fewer women at the top.
FACT: Companies with the highest representation of women on their senior management teams had a 35 percent higher ROE and a 34 percent higher TRS than did companies with the lowest women's representation.
FACT: Women are a primary driver of labour market growth.
Women in the FIRST YEAR OF MOTHERHOOD are five times more likely to suffer mental illness than at any other stage in their life cycle, and 16 times more likely to develop a serious, psychotic illness. Source: Psychiatrist Jane Price as reported in Susan Maushart, The Mask of Motherhood, 2006
Mothers who WORK FOR PAY not only have higher self-esteem but appear to have greater emotional reserves for dealing with their children as well. Source: Susan Maushart, The Mask of Motherhood, 2006
Women who RETURNED TO WORK before their child was 18 mths old reported fewer symptoms of depression than their stay-at-home peers. Source: Cowan & Cowan 1992, When Partners Become Parents: the Big Life Change for Couples, New York: Basic Books
Women who have the OPPORTUNITY to talk about what motherhood is really like, feel more equipped to back themselves and their abilities. Source: Karen Miles Pty Ltd
MOTHERS who work full-time have worse health, higher levels of psychological distress and poorer quality relationships with their partner than part-time working mothers. A government-funded research report reveals that mothers are healthiest when they work 16 to 24 hours a week compared with all other categories of mothers. The likelihood of mothers having more difficulties or of not coping increases as their work hours increases. Source: Australian Institute of Family Studies
FATHERS who work full-time and who had infants were putting in an average of 46.1 hours a week. Fathers have higher well-being levels if they work shorter full-time hours. Source: Australian Institute of Family Studies

Extracts from Keeping MumTM  and the business case for Female Talent by Karen Miles www.karenmiles.com.au


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Designed specifically to support:
expectant parents
employees on parental leave
working parents

  Simple and convenient business case Toolkit for managers and employees to openly plan, negotiate and implement a flexible work arrangement.