As organizations strive to foster inclusive and supportive workplaces, many have invested in comprehensive policies designed to engage and retain their working parents. Parental leave, flexible work schedules, and childcare assistance are becoming standard offerings for many companies. However, good policies alone don’t guarantee that working parents feel truly supported. If organizations want to engage and retain their working parents, they must recognize that policies are just the beginning.

1. A Policy Doesn’t Mean Employees Feel Comfortable Using It

Implementing parental leave or flexible work policies is a step in the right direction, but it’s not enough if employees don’t feel empowered to use them. This is especially true for fathers, who, despite the increasing availability of paternity leave, often feel pressure not to take full advantage of it. Research shows that men are less likely to take parental leave due to fears of being perceived as less committed to their jobs or hurting their career progression. This highlights a critical issue: good policies are ineffective if employees are worried about the consequences of utilizing them.

It’s essential for organizations to cultivate a culture where the use of parental leave or other family-friendly policies is normalized for everyone—regardless of gender or seniority. When leaders model the behavior by openly taking time for family needs, they set a powerful example for others to follow. If the culture doesn't align with the policies, the message to employees is clear: these benefits may exist, but using them comes with risks.

2. Policies Are Not a Substitute for Good Culture and Leadership

Strong policies are important, but they can’t replace a supportive culture or leadership that actively cares for employees’ well-being. Working parents need more than a list of benefits—they need leaders who genuinely understand their challenges. This means creating a culture where flexibility, empathy, and understanding are embedded into the day-to-day management practices.

Leaders must be trained to engage with their teams in ways that respect the balance between work and family. Regular check-ins, open discussions about workload, and offering flexibility when needed can go a long way in making employees feel supported. Moreover, leaders need to be educated on the unique pressures that working parents face, such as managing childcare during school breaks or adjusting schedules for sick children. When employees feel their leaders are truly invested in their well-being, they are more likely to feel satisfied and engaged, reducing turnover.

3. Policies Are Not Personal—They’re a Bare Minimum Foundation

Policies are, by nature, broad. They aim to provide a foundation for all employees, but they’re not personalized solutions. They don’t take into account the unique needs of individual employees, which is why they shouldn’t be viewed as a comprehensive solution. Policies provide a starting point—the bare minimum that organizations should offer—but it’s the personal touch that makes the real difference.

When an organization treats a policy as the solution, it risks overlooking the human side of the equation. Employees want to feel seen, heard, and valued. This requires an approach that goes beyond blanket policies to consider the personal circumstances of each employee. Managers who take the time to understand the individual needs of their team members—whether it’s accommodating a changing schedule or providing additional support during a family crisis—foster a more engaged and loyal workforce.

The Good News! The Solutions are Not Hard to Implement

Good policies are a crucial foundation for supporting working parents, but they aren’t enough on their own. To truly engage and retain these employees, organizations need to take a more proactive approach. One effective solution is to establish Employee Resource Groups (ERGs) for working parents. These groups provide a safe space for employees to share experiences, find support, and offer practical advice, creating a community that fosters connection and belonging.

In addition to ERGs, organizations should invest in coaching and training for leaders to ensure they understand the challenges working parents face and are equipped to provide meaningful support. This training should focus on empathy, flexibility, and effective communication, helping leaders create a culture where employees feel comfortable taking advantage of family-friendly policies without fear of stigma or career repercussions.

Supportive programs like re-entry initiatives after parental leave can also make a significant impact. These programs help parents transition back into the workplace by offering phased returns, mentorship, and additional resources to ease the adjustment period. By implementing these kinds of tailored solutions, organizations send a clear message: they are not just offering policies—they are committed to supporting working parents in a way that is personalized, empathetic, and impactful.

When policies are paired with strong leadership, community support, and targeted programs, organizations can create a workplace where working parents feel truly valued and empowered to succeed both at home and in their careers.

Learn more about how Jess Feldt Coaching can help support your Working Parents.