Families today are a varied reflection of our communities. The family portrait showing a mom, dad and 2.5 kids no longer represents the “norm,” at least not in the United States. In fact, in 2016, there were an estimated 114,000 same-sex couples raising children in the U.S., comprised of 86,000 same-sex female couples and 28,000 same-sex male couples. And according to Pew Research Center, about one-third of American children are living with an unmarried parent. As the definition of “family” continues to evolve, so should the benefits and policies companies offer to support the working parents they employ and their loved ones.
All of our working parents should feel they can grow careers and families at the same time, in authentic and meaningful ways. It’s not just “OK” to focus on your family’s unique needs — it should be encouraged, and workplace culture and programs should reinforce it. When people feel supported at work, they’re more engaged and innovative. And there’s no better way to support your people than to evolve work dynamics to reflect the changing family dynamics of our daily lives.
At EY, we’ve seen a growing number of our people — more than one-fifth of them new fathers — take advantage of a coaching and family planning program we've implemented in order to offer support, resources and coaching before, during and after the birth or adoption of a child. A business's primary focus is on the new parent's return to work, but employers must be aware of this as a critical transition period where parents have to learn to navigate their “new normal.” In 2008, our medical benefits began to cover gender affirmation surgeries for those people transitioning to another gender, and this year we added to that by extending benefits to not only our employees, but also their spouses, domestic partners and adult children to reduce out-of-pocket costs for expenses not covered by our medical plans, such as cosmetic surgeries for those transitioning. The feedback from our people was overwhelmingly positive, and proves to me that implementing modern policies that help everyone succeed should be top of mind for all employers.
Outdated stigmas about identity and family makeup are falling away. How can you make sure the programs you offer mirror real families’ needs? Here are a few tips:
• Change how you define success. Old-school thinking that positions excessive work hours as a sign of commitment seems out of touch and makes it difficult for anyone to be an effective parent or family member — or employee, for that matter. Start by reevaluating company messaging and shifting the focus from the importance of face time to the importance of delivering high-quality work.
• Ask better questions. Getting to know your people is key to supporting them in their career and family goals. Actively ask and listen to what people would value. Canvas them for ideas, and find out what’s working or where you’re falling short. Build your policies and programs accordingly.
• Lead by example on flexibility. We all play different roles in family life, and all of them should be respected. There’s no one-size-fits-all solution for meeting work and family obligations, but flexibility helps. Set that tone from the top, and coach leaders to tackle topics around flexibility and family openly and honestly throughout the organization.
Today’s families come in all shapes and sizes. Diverse programs and benefits not only create a more inclusive workplace; they enable people — and families — to truly succeed.
