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Why should employers take an active role in child care? It's Good Business!
The workforce has changed dramatically over the past 20 years. Today, the majority of skilled employees in the workforce represent parents with child care needs. In fact, in most two-parent families, both parents work to support their family. Furthermore, more than 10 million employees are single parents and 2.1 million of these employees are single fathers (source: Bureau of Labor Statistics).
Women are participating in the workforce in record numbers. Here are some interesting facts:
Furthermore, according to a National Study of the Changing Workforce published in 1997 (Bond, Galinsky, and Swanberg, 1998), not only are more parents working, but they are also spending more time at work. Furthermore, today's jobs not only consume more time, they also consume more physical and emotional energy. As a consequence, many families are struggling to balance work and family while providing their children with quality care. This is contributing to stress and work-family conflict.
Research indicates that quality child care is vital to parents and, as the following research indicates, for employers as well:
Quality child care improves employee productivity, reduces absenteeism and cuts turnover
Employee child care makes sense on many levels. Employers who implement child care programs report workplace improvements and bottom-line savings (Landsman,1994 and Friedman, 1986). Organizations are experiencing tremendous savings by increasing productivity, reducing turnover, lowering absenteeism and enhancing recruiting efforts. Child care programs also have a significant impact on a company's reputation and image.
Helping parents find child care solutions will enhance the productivity of your staff
Companies are working harder to attract and retain the talent that they need to succeed in today's global competitive marketplace. According to the 1998 Business Work-Life study, two-thirds of employers find it difficult to fill vacancies for highly skilled jobs and two-fifths have difficulty filling entry-level jobs (Galinsky, and Bond, 1998).
Employee sponsored child care programs are cost effective
Employee sponsored child care programs are cost effective. The 1997 National Study of the Changing Workforce by the Families and Work Institute found that:
Future Workforce Development
Quality child care is also an investment in the future workforce. Research indicates that high quality child care directly enhances the productivity of both the current and the future workforce.
Getting Started - Your Local Child Care Resource and Referral Agency (CCR&R) Can Help
We can help your organization address your child care work and family issues. As the hub of child care activity within your community, we provide a broad range of programs and services that are responsive to your needs. In addition to sharing information about local early childhood programs such as early care and education centers, Head Start, family child care, and school-age and out-of-school programs, CCR&Rs can link families to other support services and assist businesses in developing child care programs.
We offer the following core services and programs:
For more information on how your local CCR&R can help you develop an employee child care program to meet your needs, contact your local child care resource and referral agency. Click here for a list of NJ CCR&Rs.
Also, click here to visit the Employers and Business Publications page for tools to assist your business in assessing and addressing employee child care needs.
How Employers Can Get Involved in Child Care
There are a wide variety of child care benefits that you can offer your employees. All of the options described below can be implemented within your company or as part of a larger community initiative. Many of these options can be implemented with little or no cost to the company.
Today’s labor force is increasingly dependent upon a new source of workers- parents who both work, and single parents. Programs for Parents can assist employers who recognize the link between supportive family policies and good business.
Services for employers include…
-feasibility studies, planning and assistance with the implementation of family-oriented policies such as flexible work hours, a wide array of benefits or dependent care assistance plans.
-enhanced child care resource and referral services, on site seminars, information booths and / or financial assistance information tailored to the needs of specific employee groups.
For more information on this or any of our other services, please call 1.866.429.1667
ABT Associates (2000). National Report on Work and Family. Cambridge MA.
Bond, James T., Ellen Galinsky, and Jennifer E. Swanberg (1998). The 1997 National Study of the Changing Workforce, Families and Work Institute.
Bond, James T., et al.,(1993). The 1992 National Study of the Changing Workforce, Families and Work Institute.
Carillo, C. ( 2004). A totally new way to think about back-up care. Work and Family Connection. Guest Column
Friedman, Dana E.(1986). "Child Care for Employees' Kids," Harvard Business Review, March-April.
Galinsky, Ellen and James T. Bond (1998). The 1998 Business Work-Life Study: A Sourcebook, Families and Work Institute.
Household and Family Characteristics from the March 1998 Current Population Survey, Bureau of Labor Statistics.
Landsman, P. (1994). "Juggling Work and Family," Business Insurance, 28, p. 16.
Phillips, J.D., and Resiman, B. (1992). Turnover and return on investment models for family leave. In D.E. Friedman, E. Galinsky and V. Plowden (eds). Parental Leave and Productivity: Current Research. New York: Families and Work Institute.
Ransom, Cynthia and Sandra Burud( 1988). Productivity Impact Study of an On-Site Child Care Center, Burud and Associates.
Survey conducted by the National Employer-Supported Child Care Project, 1984.