Supporting Working Parents: A Strategic Opportunity for People and Organisations
- Mafalda Novo
- Jun 10
- 3 min read
Supporting working parents isn't about parental leave. It's about culture.
You can have the most comprehensive policies in place, but if people don't feel comfortable using them, worry about being judged, or fear it could impact their career, those policies will only go so far.
The organisations making the biggest difference are not necessarily the ones with the most benefits.
They are the ones creating environments where parents feel genuinely supported throughout their entire journey.
As conversations around wellbeing, inclusion, leadership and talent retention continue to grow, perhaps the most important question is this:
Are we simply offering support for working parents, or are we creating a culture where they can truly thrive?
Here are a few questions worth reflecting on.
Do fathers in your organisation feel genuinely supported to take parental leave?
Although attitudes are changing, many fathers still worry about how taking extended leave will be perceived and whether it could impact their career progression.
Yet when organisations actively support fathers in taking parental leave, the benefits go far beyond the individual employee.
It helps create a more balanced approach to caregiving, supports gender equality, and sends a powerful message that family responsibilities are not just a women's issue.
Are you supporting parents only during leave, or throughout the entire parenting journey?
Parenthood does not begin with parental leave, nor does it end when someone returns to work.
The journey can include fertility challenges, pregnancy, adoption, childcare transitions, and the ongoing realities of balancing work and family life.
Organisations that recognise and support these different stages are often better positioned to retain talent, strengthen engagement, and build trust with their people.
Are leaders modelling the behaviours your policies are designed to encourage?
Policies matter.
But culture is often shaped by what leaders do rather than what organisations say.
When leaders openly embrace flexibility, prioritise wellbeing, and talk about family commitments, they create an environment where employees feel more confident doing the same.
What happens during the first three months after parental leave?
Returning to work can be one of the most challenging parts of the parenting journey.
How organisations support employees during this transition often has a significant impact on confidence, wellbeing, engagement, and ultimately retention.
Sometimes, small adjustments can make a big difference.
How much attention does your organisation give to parental wellbeing?
Parenthood can be rewarding, but it can also be exhausting.
While leave policies are important, wellbeing support is equally critical.
Access to coaching, mental health resources, peer networks, and supportive conversations can help parents navigate challenges and feel less isolated.
When people feel supported, they are better able to thrive both at work and at home.
Moving Beyond Policies
Supporting working parents is not simply about introducing more benefits.
It is about creating an environment where people can thrive in both their professional and personal lives.
The organisations that do this well understand that parental support is not a cost.
It is an investment.
An investment in wellbeing, talent retention, leadership development, inclusion, and sustainable performance.
The question is no longer whether organisations should support working parents.
The question is how intentionally they are doing it.
I'm curious to hear your perspective.
What is your organisation doing to support working parents?
What initiatives have made the biggest difference?
Where do you still see challenges?
Share your thoughts in the comments. Or, if you would like to discuss this topic in more detail, feel free to send me a private message.
I'd love to hear about your experiences and learn what is working in your organisation.
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