How to create a more inclusive working environment for working parents

Parenthood can be one of the most rewarding periods of a person’s life – however, it can also be one of the most challenging. And this is where supportive employers can make a real difference.

For any employee, meeting an employer’s expectations, achieving individual career ambitions, and fulfilling personal responsibilities can be a real juggling act – especially for working parents. But for an employer, fostering a supportive and inclusive environment for parents and caregivers isn’t just a kind gesture; it’s a strategic decision that drives productivity, retention, and loyalty.

Working parents in the GCC today

Today, expatriates count for around 50% of the GCC’s total population. However, this figure is even higher in certain countries such as the UAE, where that figure reaches nearly 90%.

Many of these migrants come to the GCC region to pursue economic opportunities and further their careers. And, thanks to the region’s family-friendly cultures and high levels of safety, many choose to stay and raise their children here. However, this drive to balance professional success and personal ambitions leads to many workers – especially within expat communities – feeling overworked and overwhelmed. 

One study suggests that in the UAE, expatriate families spend just 50 minutes together on a normal working day. The most frequent reasons given for these low figures were demanding work schedules and long commutes. 

The lack of quality family time not only affects child development but also contributes to stress and guilt among parents. Recognizing these challenges, governments across the GCC have begun to introduce policies that support working parents. For example, the UAE government has enhanced maternity leave policies, and there are proposals to allow hybrid work for mothers with children under the age of 10. While this governmental support is crucial, private companies must also take responsibility for creating an inclusive environment that supports working parents.

Why supporting working parents matters

• Improved retention and reduced turnover: Employee turnover rates in the UAE alone are currently as high as 25%. Offering flexibility and support for working parents can significantly reduce these numbers, as parents often feel more loyal to organizations that accommodate their needs.

• Increased productivity: For new parents, the demands of work and parenthood can quickly lead to burnout. By contrast, 85% of businesses globally that provide work-life balance opportunities report being more productive. Flexibility and understanding ultimately lead to better focus, reduced stress, and higher engagement at work.

• Enhancing diversity and inclusion: By actively supporting working parents, companies align themselves with broader DEI (Diversity, Equity, and Inclusion) goals. This not only enhances workplace culture but also boosts the company’s reputation as an employer of choice.*

Key strategies for creating an inclusive environment for working parents

1. Flexible working policies

Remote and hybrid work models

The pandemic demonstrated the viability of remote and hybrid working models across the GCC, with many companies adopting long-term flexible work strategies. By offering remote or hybrid options, organizations allow parents to manage their work alongside caregiving responsibilities without the strain of daily commutes. For industries where this is possible, flexibility can significantly improve work-life balance, contributing to employee well-being. 

In fact, a study in the UAE recently found that 68% of full-time workers support hybrid work schedules, and 73% of workers would sacrifice other work benefits to keep their hybrid schedules.

Flexible Hours

Introducing staggered start and end times can be an effective way to help parents navigate school drop-offs, extracurricular activities, or childcare arrangements. Implementing part-time or job-sharing roles can also offer parents more manageable workloads while ensuring business continuity.

2. Parental leave and return-to-work programs

Enhanced parental leave

While several GCC countries have recently improved maternity and paternity leave policies, companies can also go beyond legal requirements. For example, offering extended paid maternity leave, paternity leave, and even adoption leave can set an organization apart. It’s important to extend this support to both mothers and fathers, encouraging shared responsibilities at home.

Return-to-work programs

Many parents find the transition back to work after maternity or paternity leave overwhelming. Offering phased return programs, where employees can return to work on a part-time basis or with reduced hours, can ease this transition. This support demonstrates a company’s commitment to its employees, reinforcing trust and loyalty.

3. Mental and physical health support

Well-being programs

Parents often face higher stress levels as they juggle work, home, and caregiving responsibilities. However, corporate programs that support work/life balance have been shown to improve employees' mental and physical health. For example, GulfCare’s corporate healthcare plans can incorporate Employee Assistance Programs (EAPs). These programs provide confidential and professional support services for a range of challenges that employees might face, including parenting.

Because these plans can be fully tailored to the unique needs of each company, employees can also gain peace of mind that their dependants – including children – are fully covered. Investing in employee well-being through comprehensive healthcare ensures parents have the resources they need to thrive both at work and at home.

Parental support networks

Creating Employee Resource Groups (ERGs) or support networks specifically for working parents allows them to share advice, offer peer support, and feel a sense of belonging within the organization. These groups can also act as a platform to bring forward issues or ideas for improving work policies related to parenting.

By offering flexible work policies, enhanced parental leave, childcare support, and healthcare services, companies can foster loyalty, boost productivity, and retain top talent.

About GulfCare

GulfCare is a leading provider of corporate healthcare plans for businesses across the GCC. We specialize in creating bespoke plans, tailored to the unique needs of each organization.

To learn more about how we can support your business, employees, and their families, contact us today.

*If your organization is based in the UAE and committed to creating a more inclusive workplace for parents, consider applying for the Parent-friendly Label™ (PFL). The PFL is a UAE-wide voluntary workplace award program that recognizes companies which promote a supportive work culture for those with young families.