The Top Red Flags That A Company Isn't Parent-Friendly
It can be more than challenging trying to balance childcare, COVID-19 prevention (hey, Delta), and work. It's hard enough not worrying about whether your kid's school will cancel in-person classes or shut down altogether while facing the not-so-usual growing pains of children and teens who are forced to live in whatever phase of a pandemic we're in right now. (I mean, is it really post-pandemic? Is it halfway done or just beginning? And what's "normal" about this "new" environment?)
Moms, we feel your pain.
There are many things the pandemic has revealed. Quality of life and finding balance in managing home and work are super-important, and now, more than ever, parents want to be able to have the flexibility to put family first.
In fact, a FlexJobs survey found that 61% want to continue to work remotely full-time and 62% even said that they would quit their job if they can't.
Some parents who are being asked to return back to the office are having difficulty finding childcare, and with concerns about future COVID-19-related complications, some just don't want to take the risk of being in an office, even with the vaccination options in place.
If you have children, we're sure you want a work situation that is parent-friendly. Well, here are a few red flags you can look out for when looking for new opportunities (or weighing the pros and cons of your current gig):
1. Only the bare minimum of paid time off (PTO) is offered.
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You might think that getting just two weeks of vacation and less than 12 sick or personal days a year is industry standard, but you might also be selling yourself and your family short by accepting this as a norm. Considering the challenges of COVID-19 and the constant changes in policies, legislation, and school closures, having the flexibility to take off without having to worry about losing money is a top priority for parents.
Companies that offer more PTO time or flexible policies on using it often have positive outcomes related to retention and worker satisfaction, and that means you, as the employee, should be at least asking for more or looking elsewhere if your current company is not budging. Competitive companies consider the health and welfare of their workers to be an important asset to productivity, and while you're not going to be able to excessively call out of work, you should still be able to lean on flexible policies.
With more employers adjusting policies to accommodate unlimited sick leave, unlimited vacation, and options to take a few hours off for an appointment (versus requiring taking a full day), please do side-eye the ones that are still stuck in the pre-pandemic limbo of being stingy with PTO.
2. Care-giving support? What's that?
More companies are now offering expanded childcare benefits such as stipends, discounts via childcare partners, or even on-site daycare resources, thus, this is a competitive and realistic benefit to look out for. If a company you're interviewing with (or you currently work for) has not even a semblance of understanding of this concept, it might be a good idea to pause talks of moving forward. This is yet another benefit that often leads to retention, and top Fortune 500 companies offer childcare assistance, so it's not an unreasonable option for parents to expect or ask for.
3. Remote or hybrid work schedules are not allowed.
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For some jobs, it's totally understandable that working from home is simply impossible. But for others, working in an office full-time is slowly becoming obsolete.
If managers at your current job (or prospective employer) are strictly against allowing remote work (with little to no evidence that doing so would negatively impact productivity), again, explore other options.
You might be among the parents who would rather continue homeschooling your children, who isn't too comfortable yet with school policies related to COVID-19, or who enjoys the extra time a lack of commute has given you. Being able to work remote, at least some of the time, is one perk you'll want to look out for if you're a parent who falls into those categories.
4. Maternity leave is very limited or non-existent.
There was once a time when professionals had to use disability leave or lose pay altogether just to take off while pregnant or after having a baby. (And some companies probably still force employees' hands with this one). But if a company doesn't offer maternity leave in today's day and age, there's a problem.
If you get just one golden nugget from this article, it should be that reputable companies that are successful and competitive put their workers' needs at the forefront. If they want to keep great talent, they ensure that that talent is healthy and happy. More than half of top employers in the U.S. actually offer maternity leave and the number continues to grow.
Being pregnant and having to finesse time off or thug your way through being sick, tired, and on the verge of hospitalization just to keep your job is just not the move.
And if you have plans to have children, be sure ask about the details of this benefit before taking an offer, including inclusive policies for single parents and LGBTQ couples.
5. There's a workaholic culture.
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Some companies offer all the benefits in the world, but this means nothing if there's an undertone of workaholic expectations lurking in the shadows. Let's say you ask during the interview, "What are the confirmed work hours of this position?" and the manager gives you a vague answer like, "However long it takes to get the job done." Major red flag, sis.
Or maybe pre-pandemic, you had time to make dinner and actually sit with your kids to eat it, but now you're ordering more DoorDash and taking calls and emails into the late-night hours. Yep, red flag.
What about the manager that gives an end-of-day directive at 5:50 p.m., dumps a two-week deadline on you for a project that should take months to complete, or constantly calls you while on vacation? The lack of boundaries might prove to become toxic for working parents. Be sure to ask questions during interviews or reevaluate whether you want to continue working for an employer thinks you're a robot.
6. There's a clear disregard for the value of family and parenting.
From snide jokes to outright questioning your ability to manage being a mom and doing your job, these are signs that a prospective employer (or your current one) is not a good fit. If you're being made to feel guilty about making time to pick your child up from sports practice or using PTO to stay at home with your baby, or you're constantly being compared to employees who don't have children, it's inappropriate and toxic. A balanced work environment accommodates all employees and embraces a diverse workforce, therefore, and if the managers of a company aren't ensuring this, it's time to chuck the deuces.
If you're on the job hunt, check LinkedIn or the company's website to find clues about the culture or values related to family and parenting.
(Some managers might list parenting organizations they support or include their children and spouses in their bios, for example.) Pay close attention to what is said during your interview process, and infuse small details about being a parent to get responses that might allude to potential issues. Insert something like, "My daughter just finished pre-school..." and see what the interviewer says. If it's anything close to distrust or outright disrespect, go ahead and scratch that company off your list.
With all that's going on the world, it's a good idea to think of what's really important for you and your family. Go for the opportunities that not only allow you to flourish but support the chance to be the best parent you can be. Let these red flags be the wake-up call you need to pursue what you and your children deserve.
For more job search tips, career advice and profiles, check out the xoNecole Workin Girl section here.
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ItGirl 100 Honors Black Women Who Create Culture & Put On For Their Cities
As they say, create the change you want to see in this world, besties. That’s why xoNecole linked up with Hyundai for the inaugural ItGirl 100 List, a celebration of 100 Genzennial women who aren’t afraid to pull up their own seats to the table. Across regions and industries, these women embody the essence of discovering self-value through purpose, honey! They're fierce, they’re ultra-creative, and we know they make their cities proud.
VIEW THE FULL ITGIRL 100 LIST HERE.
Don’t forget to also check out the ItGirl Directory, featuring 50 Black-woman-owned marketing and branding agencies, photographers and videographers, publicists, and more.
THE ITGIRL MEMO
I. An ItGirl puts on for her city and masters her self-worth through purpose.
II. An ItGirl celebrates all the things that make her unique.
III. An ItGirl empowers others to become the best versions of themselves.
IV. An ItGirl leads by example, inspiring others through her actions and integrity.
V. An ItGirl paves the way for authenticity and diversity in all aspects of life.
VI. An ItGirl uses the power of her voice to advocate for positive change in the world.
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Sheila Rashid's Androgynous Approach To Unisex Clothing Is A Lesson In Embracing Individuality
The ItGirl 100 List is a celebration of 100 Black women who aren’t afraid to pull up their own seats to the table.
For Sheila Rashid, it all started with some free-hand drawings and a few strokes of paint.
The Chicago-based clothing designer and creative director of Sheila Rashid Brand recalls using her spare time in high school to hand paint designs on t-shirts and distressed hoodies, distributing them to classmates as walking billboards for her art.
Rashid sought to pursue fashion design at Columbia College in Chicago but eventually took the self-taught route to build upon her knack for crafting one-of-a-kind, androgynous pieces.
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Thanks to the mentorship of local designers taking her under their wings, Rashid was able to gain valuable experience in putting together collections and creating patterns; equipping her with them with the necessary skills to pursue her own collections.
After two years of living in New York, Rashid returned home to the Chi and uncovered the unique flair she could offer the city. “I moved to New York after that because I wanted to be in the fashion capital world,” she tells xoNecole. “That's when I really got a leg up. I found myself when I moved back to Chicago after moving to New York.”
For the Midwest native, inspiration comes from her time around creative peers and the city’s notorious winters — known to be a main character in many Chicagoans stories. “It's a different perspective and mindset when I'm making stuff because of the weather here,” she explains. “When we get summer, it’s ‘Summertime Chi’ — it's amazing. It's beautiful. Still, I find myself always making clothes that cater to the winter.”
"I moved to New York after that because I wanted to be in the fashion capital world. That's when I really got a leg up. I found myself when I moved back to Chicago after moving to New York.”
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Many designers have a signature aesthetic or theme in their creations. In Rashid’s design story, dancing between the lines of femininity and masculinity is how she’s been able to distinguish herself within the industry. Her androgynous clothing has garnered the eye of celebrities like Zendaya, Chance the Rapper, WNBA star Sydney Colson, and more — showing her range and approach to designs with inclusivity in mind.
“I think I do reflect my own style,” she says. “When I do make pieces, I'm very tomboyish, androgynous. My work is unisex because I feel like everybody can wear it. I cater to everybody and that's how I try to approach my clothes.” From denim to overalls, and color-drenched outerwear, Rashid has mastered the structure of statement pieces that tell a story.
“Each collection, I never know what's going to be the thing I'm going to focus on. I try to reflect my own style and have fun with the storytelling,” she shares. “I look at it more like it's my art in this small way of expressing myself, so it's not that calculated.”
"My work is unisex because I feel like everybody can wear it. I cater to everybody and that's how I try to approach my clothes."
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Still, if you were able to add up all the moments within Rashid’s 20-year career in design, one theme that has multiplied her into becoming an “ItGirl” is her confidence to take up space within the fashion industry as a queer, Black woman. “Being an ItGirl is about being yourself, loving what you do, finding your niche, and mastering that,” she says.
No matter where you are on your ItGirl journey, Rashid says to always remain persistent and never hesitate to share your art with the world. “Don’t give up. Even if it's something small, finish it and don't be afraid to put it out,” she says, “It's about tackling your own fear of feeling like you have to please everybody, but just please yourself, and that's good enough.”
To learn more about the ItGirl 100 List, view the full list here.
Featured image Courtesy