Rachelle Rutherford | Forbes Books Author and CEO of Kids on the Move
In the United States, approximately 7.3 million children between the ages of three and seventeen have been diagnosed with a disability; this equates to a staggering one in ten children.
The likelihood that an employee, team member, or direct report you work with daily has a special needs child is remarkably high. Yet many people fail to understand that parents and caregivers of children with special needs face significant demands on their time as well as their mental, emotional, and financial resources.
As a result, employers often lose top talent because one parent is frequently forced to resign from a fulfilling career to provide full-time care. Parents and caregivers who desire to stay in the workforce often make this decision out of necessity, not choice.
While children with special needs will undoubtedly go on to serve and contribute to their communities in many ways, it is imperative that in the early years of their lives, the entire community, including employers, rally around their parents and caregivers to provide the necessary support.
This approach helps companies avoid costly turnover and retain top-tier talent and empowers parents to continue in careers and jobs they find fulfilling. Employers should consider implementing the following lifelines to support parents of special needs children within their organizations.
Stipends for Childcare
Childcare costs are a significant burden for all parents, but even more so for those with special needs children. Many childcare facilities have rules that automatically disqualify special needs children.
For instance, a requirement that children must be potty trained by age three can be unattainable for some children with Down syndrome or autism. Consequently, the childcare centers that accommodate special needs children often have higher fees and pass the cost onto families, which affects everyone.
Still, they usually price special needs families out of care. In-home care would be an excellent option for many, but nanny rates are higher for caregivers who offer the specialized care often required for children with disabilities.
Providing a stipend to help cover the cost of high-quality childcare ensures that parents can come to work as their best selves, with the peace of mind that their child is well cared for. This support can significantly reduce working parents’ stress and help them balance their professional and personal lives. Allowing them to excel in their roles and enjoy their time in their chosen profession.
Emilie Killen, a parent of a special needs child in Orem, Utah, shared what a difference it made when she had access to high-quality childcare for her son, “I can go into the world and do my job more effectively and efficiently knowing that I have the best people looking after our kid.”
Many employees work from home or are often required to be responsive after leaving the office. For parents, their time is not their own when they are off work, and their attention must be split between their children and their emails. Yet it’s not uncommon for special needs children to require 100% focus from their caregivers. A stipend could also cover the cost of home help, and ideally, every special needs family would have a 24/7 parent helper.
Don’t Count Out Employees With Special Needs Children
While the Americans with Disabilities Act (ADA) protects parents from discrimination, biases can sometimes be unintentional. Parents of special needs children often need to arrange their schedules around therapy sessions, educational needs, or medical appointments for their child. It is crucial not to mistake these adjustments in their schedule as indicators of incapability or lack of qualification for a promotion.
A dear friend, who asked only to be identified as Wes C., is a reputable and brilliant scientist whose work is well-known and respected within his field. He is also the incredibly proud father to his daughter Elizabeth, who was born with Down syndrome.
When I asked Wes if his daughter’s diagnosis affected his career, he shared, “I was very selective of my employer based on a number of both personal and professional criteria, including a flexible schedule, ability to work from home as needed, and good/great health care benefits. I have only taken jobs where the employer focused on the deliverables and did not manage my time or expect me to sit in an office from 8 a.m. to 5 p.m. for the sake of clocking in and clocking out.”
In addition to making flexible schedules and remote work a standard option, employers should focus on job performance and actively engage with these parents to see if they are interested in promotions or other opportunities. This approach ensures that talented employees are not overlooked and continue to contribute meaningfully to the organization.
Benefits That Include Mental Health Support
Parenting in the 21st century is challenging enough, but parents of special needs children face an even greater level of stress, guilt, and isolation. In addition to the continuous care and support they provide for their child, these parents often deal with an increased risk of divorce and higher rates of depression. Surveys indicate that the rate of divorce in families with a disabled child may be as high as 87%, and the rate of depression is double that of the general population.
“People mean well, but many, both in the workplace and out, simply do not understand the challenges parents like me continue to face. The obstacles we are dealing with, paired with the mental and emotional anguish, are incredibly personal. I didn’t feel that something so intimate could be openly shared.”, my friend Wes C. graciously explained.
Employers can make a significant difference by offering a benefits package with access to therapy and mental health support. This provision removes one of the barriers that prevent many parents from seeking help and contributes to their overall well-being and productivity.
As CEOs and managers, we are leaders not only in our companies but also in our communities. We are responsible for setting an example of what it means to support families with special needs children. While many of us are deeply connected to someone with special needs or a disability and have witnessed firsthand what they endure, our culture has pushed their challenges to the margins of our lives for too long.
As Wes shared, having a child is an incredibly personal matter. Many parents are hesitant to share what is happening with their families with employers, and, of course, you don’t want to show favoritism. Partner with your HR Team and find ways to reach out meaningfully, from an announcement during an all-hands meeting to a flyer with bullet points of ways you offer support that is sent out to everyone.
It’s time to take the lead in supporting special needs families, starting with our employees. By implementing measures such as childcare stipends, fair promotion practices, and mental health support, we can create an inclusive and supportive work environment that benefits everyone involved. Will it result in retaining valuable employees?
Absolutely. More importantly, these practices foster a culture of empathy and understanding that every organization can benefit from.
View the full article here: Talent Retention and Support for Parents With Special Needs Children