Providing parenting programs creates inequality—it’s unfair to employees without children?

Why Supporting Working Parents Enhances Equity and Benefits Everyone

It’s common for HR Managers to express concerns about perceived inequality when providing workplace parenting programs. The key to addressing this concern lies in reframing workplace fairness as equitable support rather than identical offerings.

1. Equity vs Equality

• Equality is giving everyone exactly the same thing, regardless of their needs. However, different employee groups have different requirements.

• Equity involves recognising diverse needs and providing targeted support so everyone has equal opportunities to succeed.

  
  

Providing targeted resources to working parents acknowledges unique challenges such as childcare responsibilities, which, left unaddressed, can significantly impact their professional performance.

2. Everyone Benefits When Parents Are Supported

Research consistently shows that targeted parenting support programs do not just benefit parents—they positively impact the entire workforce by:

• Reducing absenteeism: Parents juggling caregiving are more prone to absences or presenteeism. When supported effectively, this decreases overall workload disruption for everyone.

• Increasing team productivity: According to Deloitte, workplaces that support mental health and parenting responsibilities report productivity increases of up to 5.5% across their teams, benefiting all employees regardless of parental status (Deloitte, 2022).

• Enhancing retention and engagement: Supporting working parents creates a more inclusive culture, boosting overall employee morale and loyalty. This contributes positively to everyone’s work environment.

3. Diverse Support Programs Exist for Different Employee Groups

It’s standard practice for organisations to offer specific programs tailored to distinct employee needs, such as:

• Career development pathways for graduates

• Health initiatives for older workers

• Accessibility resources for employees with disabilities

• Diversity and inclusion training for minority groups

Parenting programs are no different—they simply address a clearly identified workplace need. These targeted resources ensure all employee groups feel recognised and supported, promoting a genuinely inclusive workplace.

4. Data Shows Support for Parents Enhances Overall Workplace Satisfaction

A Great Place to Work survey of over 400,000 employees revealed that workplaces with family-friendly initiatives had higher overall satisfaction scores—even among non-parents—because these programs send a clear message of organisational empathy and support (Great Place to Work, 2022).

Inclusive, Not Exclusive

“Providing tailored support for working parents isn’t unfair—it’s equitable. Just as we provide training for emerging leaders or wellness programs targeting specific health needs, parenting programs address real and pressing challenges impacting a significant proportion of our workforce. When working parents are effectively supported, it reduces disruption, increases productivity, and contributes positively to organisational culture—benefiting everyone in the workplace.”

Summary of Key Points:

• Equity addresses specific employee needs; equality treats everyone identically, ignoring important differences.

• Well-supported parents mean reduced absenteeism, increased productivity, and greater retention for the whole team.

• Organisations routinely provide targeted programs to meet diverse employee needs.

Inclusive practices boost overall workplace morale, benefiting everyone