Opportunity to Attract and Retain Highly Motivated Working Parents via Enhanced Flexibility, Stronger Support Systems

• 76% of working parents say having children made them more motivated at work
• Over half (53%) of working parents report struggling with ongoing childcare arrangements; 49% say their companies do not offer onsite or back-up care
• Enhanced paid parental, medical, or sick leave identified as most critical resource employers can offer to support working parents
• 50% of working parents are seeking more flexible work schedules and 46% want employer-led programs to help reduce burnout and improve well-being. Working parents report high levels of guilt, burnout and dissatisfaction with their personal well-being due to the pressure of managing work and family lives
• Fully in-office working parents report being more content with their career progression opportunities (84%) compared to hybrid (77%) and fully remote (65%) working parents – however, fully remote working parents report greater satisfaction with the time they spend with their families and are less likely to feel stressed about juggling work and parenting responsibilities
• 63% of women report feeling supported during first year of parenthood, compared to 72% of men; disparity is especially pronounced among Asian women, with only 50% reporting that they feel effectively supported
• 83% of working parent C-suite executives say their company encourages open conversations about the challenges of managing work and parenting, compared to 67% at mid-level and only 57% at junior levels

.

Exclusive Luxury Experience For Luxury-loving Businessmen, Bosses, CEOs, Executives And Entrepreneurs… – Click Here

.

Seventy-six percent (76%) of working parents believe that becoming a parent has boosted their motivation at work, driving them to achieve greater success in their careers while also managing their family responsibilities, according to a new study released by KPMG LLP, the U.S. audit, tax and advisory firm.

From juggling childcare and caring for aging relatives to navigating hybrid work schedules and managing societal expectations, the mounting pressures on working parents are greater than ever before.

According to recent data from KPMG’s Parental Work Disruption Index, in December 2024, 1.3 million workers (who were 89% women) either worked part-time or missed work entirely due to childcare problems – this is 22% more workers impacted by inadequate childcare than the pre-pandemic baseline. Furthermore, parents continue to experience higher inflation, with the daycare and preschool subcomponent of the Consumer Price Index (CPI) increasing 5.9% year-over-year, more than double the pace of overall inflation (2.9%).

.

.

“Working parents are dedicated and ambitious employees who bring invaluable expertise and perspectives to their workplaces, families and communities,” said Elena Richards, KPMG U.S. Chief Diversity, Equity, and Inclusion Officer. “Organizations that embrace innovative and inclusive policies can not only help working parents thrive but also gain a competitive edge in attracting and retaining top talent.”

Sandy Torchia, KPMG U.S. Vice Chair of Talent and Culture, added: “Flexibility, paid leave, back-up childcare, mental health support and tailored career advancement opportunities are not just workplace perks; they are essential lifelines for working parents, ensuring they can thrive personally and professionally. Working parents are juggling a number of responsibilities and are at a high risk of burnout without the right support systems in place to help them succeed.”

The KPMG Working Parents Survey gathered insights from 1,000 U.S.-based professionals who work in a corporate or professional setting and identify as parents*, revealing key insights around the state of parents navigating the workplace, as well as the opportunities to help them thrive. The survey showed key perspectives and differences across categories based on tenure, gender, race/ethnicity and work environment (hybrid, remote and in-office only).

.

• Click Here For David Protein Bars

.

Additional key findings include:

.

🎧 NYC’s Most EXCLUSIVE Dance Party of 2025 – MAX ENERGY NYC 🎧 Unleash Your Max Energy! – Click Here

.

Enhanced paid parental, medical, or sick leave is the most critical resource employers can offer to support parents on their journey.

• Improved paid leave options are the most valuable resource an employer can provide for working parents. This sentiment is particularly strong among women surveyed, who place a higher value on scheduling flexibility and paid time off, including caretaker and parental leave, when compared to men (60% vs. 53% and 58% vs. 54%, respectively).
• During the first year of parenthood, when most parents take leave, 63% of women survey participants report feeling adequately supported compared to 72% of men. This disparity is especially pronounced among Asian women, with only 50% reporting that they feel effectively supported during this crucial period.

.

• Click Here For Drink AG1

.

Working parents are seeking improved access to and funding for childcare, and nearly half do not have back-up childcare options.

• Over half (53%) of parents surveyed struggle with ongoing childcare arrangements. Additionally, 49% report that their companies do not offer onsite or back-up childcare options, and 43% of parents are seeking better access to or financial support for childcare.
• The data also reveals that men are 10 percentage points more likely to rely on their spouse, partner or significant other for childcare than women (32% vs. 22%). In contrast, Black parents are most likely to depend on school after-care programs, while Hispanic/Latinx parents most often turn to the child’s grandparents for assistance.
• Women, especially those from Black, Asian and Hispanic/Latinx backgrounds, place a higher priority on flexible childcare hours (39% for women vs. 31% for men and 40%, 43%, and 43%, respectively, for the additional groups).

.

Think Like Leonardo da Vinci: Unlock Your Inner Genius in the Age of AI – Online Course – CLICK HERE

.

Working parents –often experience high levels of guilt, burnout and dissatisfaction with their personal well-being due to the pressure of juggling work and family lives, with conflicting work schedules exacerbating these challenges.

• Over half (54%) of working parents report that their work schedules frequently clash with their parenting duties.
• Guilt for not spending enough time with their children or at work is the second biggest challenge for working parents (43%), just behind time management issues (57%). Notably, women disproportionately report experiencing this guilt compared to men (50% vs. 38%). This sentiment is especially pronounced among Black, Asian and Hispanic/Latinx women, who report high levels of guilt (45%, 54% and 43%, respectively).
• Forty-six percent (46%) of working parents are looking for employer-led programs to prevent burnout and improve well-being, which they see as the second most beneficial additional initiative after flexible schedules. Hybrid working parents and those with three or more children are most likely to seek this type of support.
• Working mothers report feeling less satisfied with their personal well-being and time spent with family compared to working men (81% and 78% vs. 92% and 84%). Black, Asian and Hispanic/Latinx women are also less satisfied with their time spent with family (78%, 75% and 73%, respectively).

.

.

There are perceived gaps in career development and progression opportunities for working parents as well as perceived gaps in level of support from their employers.

• There is a notable perception gap between executives and employees regarding support and career progression opportunities for working parents. While 88% of working parent C-suite executives feel their companies are supportive of parents advancing in their careers, this perception drops to 79% among working parent mid-level executives and even lower to 69% among junior-level employees. Additionally, 83% of C-suite executives say their company encourages open conversations about the challenges of juggling work and parenting, compared to 67% at mid-level and only 57% at junior levels.
• Black parents are most likely to feel they can be open about childcare and parenting challenges at work (80%), followed by White (75%), Hispanic/Latinx (65%) and Asian (58%) parents. Furthermore, 79% of women are satisfied with the support from their employer as a working parent, compared to 83% of men. Only 72% of women feel their company fosters an inclusive environment for working parents and caretakers, compared to 79% of men.
• Although integrating technology, particularly generative AI, is often thought of to boost productivity and reduce workload pressure for working parents, there is varied interest in leveraging it. Employees with 3+ children, C-suite executives and hybrid employees express the most, but still limited, interest (38%, 37% and 36%, respectively).

.

Think Like Da Vinci: Master Internal Resource Management and Meta Tools for Modern Leadership
 
– Unlock the Timeless Strategies of Leonardo da Vinci to Optimize Your Resources, Lead with Vision, and Thrive as a CEO – Discover the Secrets—Enroll Now

.

*For this survey, parents were identified as individuals who assume the role of primary caregiver for a child or children, irrespective of their biological relationship. This can include adopted children, foster children, children with disabilities, younger siblings, extended family members, and more. Parents also represent a variety of familial structures beyond traditional man/woman parenting; it may include same-gender parents, single parents, divorced parents, parents who are military spouses, parents who are widows, and grandparents who are the primary caretakers for grandchildren.

^{[1] “The Now And Next Of Work A 2023 Flex+Strategy Group Research Report”}

About KPMG LLP

KPMG LLP is the U.S. firm of the KPMG global organization of independent professional services firms providing audit, tax and advisory services. The KPMG global organization operates in 142 countries and territories and has more than 275,000 people working in member firms around the world. Each KPMG firm is a legally distinct and separate entity and describes itself as such. KPMG International Limited is a private English company limited by guarantee. KPMG International Limited and its related entities do not provide services to clients.

KPMG is widely recognized for being a great place to work and build a career. Our people share a sense of purpose in the work we do, and a strong commitment to increasing access to education and opportunity, advancing mental health, and supporting community vitality. Learn more at www.kpmg.com/us.

Source – KPMG