Deciding to leave my full-time job as my twins were about to be born felt natural. Yet, explaining my choice to others proved much harder.
The criticism was unrelenting. People said I was “wasting my talent” and warned that stepping away from work would make it impossible to return. But the real reason behind my decision was clear: the lack of flexibility and support in my workplace left me no choice.
Caregiving and Careers: A Common Struggle
This isn’t an isolated experience. A recent essay in Harvard Business Review revealed that 73% of employees have caregiving responsibilities, ranging from caring for children to supporting aging parents or even friends and neighbors. Despite progress in conversations around caregiving since the pandemic, support remains inadequate. In fact, 32% of respondents—and as many as 50% of young adults aged 26-35—admitted leaving jobs because of caregiving challenges.
Employers have an opportunity to do more. By understanding caregivers’ values and adopting flexible policies, they stand to retain exceptional talent. This is not just a gesture of goodwill but a smart business move.
Caregiving as a Workplace Asset
Caregiving hones many critical skills that translate seamlessly into the workplace: empathy, patience, efficiency, emotional intelligence, multitasking, and resilience. Beyond that, caregivers often develop advanced project management, collaboration, and problem-solving abilities. A 2023 survey of caregivers highlighted these benefits, underscoring the professional value of caregiving experiences.
Supporting Caregivers: A Win-Win for Employers
Research by Lauren Smith Brody, founder of The Fifth Trimester, demonstrates the business case for caregiver support. A collaboration with childcare company Vivvi found that for every dollar spent supporting caregiving employees, businesses saw an average 18x return on investment. These employees were not only more productive but also more motivated and loyal.
“When caregivers are supported, they thrive both at home and at work,” Smith Brody explains. “The idea that parents are less motivated after having children is a myth. With the right support, they become even more driven.”
The Overlap Between Parenting and Professional Skills
Parenting and workplace demands often mirror each other. Both require adaptability, clear communication, and problem-solving under pressure. However, explaining how parenting skills enhance professional abilities can feel daunting, especially since this connection is only now gaining recognition.
Neha Ruch, founder of Mother Untitled, highlights how caregiving roles develop leadership skills such as time management, patience, and perspective. “Parenting is the ultimate leadership training,” she says. “These qualities become a superpower when parents return to paid work.”
Bridging Career Gaps: Telling Your Story
For parents returning to the workforce, the narrative often focuses on “resume gaps.” But these breaks are far from unproductive. Parenting roles involve negotiating, organizing, and managing responsibilities—all transferable skills. The challenge lies in framing them effectively.
Amri Kibbler, co-founder of HeyMama, encourages parents to include caregiving achievements on their resumes. Initiatives like “Motherhood on the Resume” aim to reframe career breaks as leadership training, empowering parents to recognize the value of their caregiving roles.
Shifting Perspectives
Beyond professional reentry, this conversation inspires a mindset shift for stay-at-home parents. Managing family schedules, budgeting, planning events, and advocating for loved ones are complex tasks that demand creativity, strategy, and discipline—skills that are as valuable in the workplace as they are at home.
The Path Forward
To build inclusive workplaces, organizations must embrace caregiving as an asset, not a hindrance. Highlighting the value of caregiving skills benefits employees and employers alike. By changing the narrative, we pave the way for greater recognition of caregiving as both a professional and personal strength.
“It’s all work, whether paid or unpaid,” Smith Brody concludes. “Knowing your value is the first step in making others see it too.”
