Mom's Hierarchy of Needs, LLC

Sadly, the U.S. childcare crisis rages on and costs families, employers, and society, BILLIONS while we wait for better public policy infrastructure and options. Our founder @leslieforde was thrilled to speak with journalist @kimanzi-constable about this for Parents magazine. Including options that workers may have through their employers and state governments to receive childcare subsidies. Read the full article on Parents website: https://lnkd.in/gWeQt2fc #childcare #workingmothers #workingparents #caregivers #employeebenefits

As proud members of the Black Economic Council of Massachusetts, Inc. we were thrilled to receive a shout out from the amazing Mayor Michelle Wu on Saturday at the Mass Black Expo for our founder Leslie Forde and contract with the City of Boston! We work with organizations on strategies, research and programs to retain parents and caregivers and promote greater equity, prosperity and wellbeing across the workforce. #workingparents #caregivers #economicdevelopment #BECMA #massblackexpo #employeeexperience

We’ve heard from over 3,700 parents, mostly Moms (97%) since March of 2020 in our research study about what they really want. Although we navigate a lot of change for our kids, too much change at once, can feel jarring. So, at times, we resist more transitions. But your dreams rarely happen without effort. They’re on the other side of learning how to get there. And no matter what you want to learn, there are options for even the most time constrained among us. Read the full article, "Unmet Goals? Bring Learning and Growth Back Into Your Life." Leaders, we provide tailored wellness, career and work/life programs that suit the needs of parents and caregivers. Learn more about our programs for employers and schedule a live session for your employees, or employee resource groups today! https://lnkd.in/eYT5E_EU #learninganddevelopment #workingparents #workingmothers #caregivers #employeedevelopment #careergrowth

How are you supporting parents and caregivers in your organization with their financial goals? As many businesses focus on year end profits, revenues and priorities, parents are also running their own "ROI" calculations about their work/life environments, compensation and needs. In the most recent wave of our research study, more than half of Moms want to advance their careers to grow income or spend more time working (presumably, to increase income.) What you can do as a leader: ⥤Make advancement and career growth pathways for your people clear, don't wait until the next performance review season. ⥤Consider highlighting employee benefits, in advance of the upcoming benefits election cycle, that are designed to reduce costs and complexity, for caregiving and household needs. ⥤Ensure you are minding the gender pay gap that still exists within many organizations, and that you have aligned salaries, bonuses and perks equitably. #employeeexperience #worklifeintegration #financialwellbeing #employeecompensation #workingparents #workingmoms

We're proud partners of CareSprint. Check out their #CareBoard to follow and engage with critical legislation influencing the trajectories for millions of parents and caregivers in the US. https://lnkd.in/emEP9G5F

We are thrilled to see acknowledgement and investment by the US surgeon general in the plight of parents. This public health crisis, has been an escalating for many years. Of course, the pandemic ‘breaking’ critical infrastructure that parents and caregivers rely on, like the healthcare, education, childcare and eldercare systems, didn’t help. We’ve been seeing disturbing amounts of suicidality, depression and anxiety in our research studies for past 7+ years. And ‘parental burnout’ and ‘caregiver burnout’ are known health risks. Here's a little context that can help you and your organization take thoughtful, impactful & compassionate action: ⥤ Although it's stated in the U.S. surgeon general’s report, it’s important to understand there is still a gendered divide to the overwhelm parents face. ⥤ In most families, countless studies (and ours) show that mothers do at least twice as much housework and/or childcare as fathers. ⥤ As referenced in the report, many of the health disparities are amplified for historically marginalized groups. Like women, people of color, those who are disabled or LGBTQ+. Your solutions need to reflect this reality. ⥤ Thoughtful benefits and policies, to help offset the complexity and cost of care are available to every organization. They don’t have to be the most luxurious benefits, they just need to be well placed to close gaps we have in US public policy & org practices, with people who are at most risk. Yes, like Moms and women in caregiving roles. ⥤ Flexibility for every job is possible. Train, train, (and train again) your leaders on how to provide flexibility for all workers, to contingency plan and reduce the impact of frequent strategy pivots. ⥤ Create, curate and embrace ‘safe spaces’ for your teams, who are parenting, caregiving and otherwise, trying to manage what feel like untenable workloads at home and in their jobs, feel less lonely. ⥤ Give your ERGs resources, so they don't have 'second jobs' on top of their primary work roles. We specialize in Moms and caregivers from historically overlooked groups. So, co-creating the workplace systems, policies, practices, measurements and wellness programs, that support parents and caregivers, at high burnout risk, is what we do. Please reach out to share your needs. We can tailor management training, wellness programming, or policy/and ERG planning support for your circumstances.

The conditions at work, whether that's the boardroom, classroom, operating room, or playing field, profoundly influence people's ability to care for themselves or their families. #employeeexperience #employeewellbeing #worklifeintegration #diversityequityandinclusion

In many industries, the ‘great resignation’ never stopped. And women, particularly in managerial or senior roles, are still at greater risk for burnout and attrition. Often, because they're navigating childcare and/or eldercare and household responsibilities that 'never end' in parallel with strategy pivots and big changes in their work lives. But we can help. By providing a supportive ‘village’ as they navigate career growth and caregiving through one of the busiest seasons for parents. This cohort based program launches 9/17. Enroll at the early bird rate by 8/29. Program details are here:https://lnkd.in/eCKV5A7S

As shared by the American Psychological Association, “Decades of studies show women leaders help increase productivity, enhance collaboration, inspire organizational dedication, and improve fairness. Despite these benefits, only 10% of Fortune 500 companies are led by women.” Women tend to lead differently than our male peers, often with more empathy and compassion, yet those traits haven’t led to wage or leadership equity in the workplace. And the gendered leadership divide goes beyond corporations. The most influential sectors, like government, healthcare and education, also fail to place women in top roles. So, having Kamala Harris enter the US presidential race, as the presumed Democratic nominee, has already injected the political conversation with new spark. And perhaps as we face this historic moment in US politics, we’ll begin to see increased recognition and reception for the many contributions women make in leadership roles. We help organizations retain and re engage women in leadership with our Allies@Work programs. Contact us to learn how you can support women entering or in leadership with manager training and tailored work/life wellness accelerators.

Leaders, prioritize, prioritize, prioritize! Learn to create a more focused and realistic list of work priorities during the busy seasons. Like the summer months, start of fall and the holidays. People will be out, even if they don't all go on vacation, some wil resist taking their PTO out of fear that they will be penalized for it. Our Allies@Work practices is focused on helping organizations retain & engage caregivers. Let us help you train and coach managers on how to set realistic schedules and deadlines, adjust staffing as people take leave or go on PTO, and revise expectations frequently. It can be done, and remain a high performance culture. Let us work with you, please reach out to learn more. Allies@momshierarchyofneeds.com