5.7.25
By Jennifer Jacobus, PHRca, SDEA CEO 
Mother’s Day is a time to honor not only the mothers in our lives, but also the many working moms who bring strength, compassion, and resilience to the workplace. Let’s face it, many women still take on the bulk of the family caregiver role while also juggling a career (don’t take it personally dads, your day is coming!) which makes it a great time to reflect on how company policies and culture can better support the dual roles many women balance.
Working moms make up a significant portion of today’s workforce. They’re leaders, problem-solvers, and mentors who often carry a double load, working a full day at the office and a full night at home. When businesses provide employee support, they don’t just help staff, they help with company with employee loyalty, engagement, and retention.
Here are a few ways HR can champion working moms (and parents in general) all year long:
- Flexible Scheduling Options
Flexibility remains one of the most valued benefits among working parents. Whether it’s hybrid work, compressed workweeks, or adjustable start and end times, flexible options can make a big impact on reducing stress and improving productivity.
- Robust Parental Leave Policies
Strong, clearly communicated parental leave policies. If a company can go beyond the legal minimum, that shows that a company values both career and family.
- Childcare Support
Offering childcare stipends, on-site options, or even simply providing vetted resources can ease one of the biggest pain points for working parents.
- Career Growth Without Penalty
Supporting moms also means making sure caregiving doesn’t stall careers. HR can train managers to avoid unconscious bias and create paths for advancement that are inclusive and adaptable.
- Wellness and Mental Health Resources
Working moms often put themselves last. Promoting accessible wellness and mental health programs can help them recharge and feel supported.
Mother’s Day is a great time to celebrate the contributions of working moms in your organization. A thoughtful note, a small gesture, or a public acknowledgment can go a long way. Even better? Make it part of a larger culture that supports caregiving for all employees year-round, not just in May.
SDEA can also help with strategies for better communication, leaves implementation and many other resources. Questions or need more information?
Call us at 858-505-0024.
