The pandemic has forced nearly 3 million women out of work and even more to balance their children’s virtual learning with their own work obligations. While some employers view flexible scheduling and remote work options as satisfactory solutions, American mothers are working dawn to dusk and experiencing burn out at record levels. If employers want to retain the mothers in their workforce, they need to offer options beyond eliminating a commute.

Provide childcare support. Many women are forced to keep an eye on their children simply because they can’t afford the care for someone else to do so. Employers can partner with local daycare centers to provide discounts or create a program to provide funds exclusively for childcare expenses beyond the flexible spending account options many companies already offer.

Offer grocery delivery discounts or reimburse for memberships. There simply isn’t enough time in the day for a mother who is trying to manage schooling, her own work, housekeeping and meals. Offering discounts or even paying for grocery delivery services such Instacart or Amazon Fresh saves moms precious time and limits their family’s exposure to the virus.

Offer meal delivery discounts or reimburse for meal delivery services. Taking the meal planning and prepping one step further, employers can partner with meal delivery services such as Hello Fresh or Blue Apron to provide discounts or reimburse for subscriptions. This will not only save moms from leaving the house, but also the time it takes to come up with an extensive meal plan, recipes and ingredients.

Reimburse for housekeeping services. According to the 2020 Women in the Workplace study conducted by McKinsey & Company and LeanIn.org, mothers are spending 20 hours a week on childcare and housework alone. Dishes, vacuuming and dusting are just a few of the constant chores that moms are either too stressed to address or are completing late at night after the rest of the family has gone to bed. Offering housekeeping services to employees with families not only saves them time but also helps them re-focus on their work without the distraction of the dust bunnies and cobwebs in the corner.

Reimburse for laundry services. Laundry is a nagging chore that requires multiple disruptions in a mom’s day. Starting the laundry is just the first step. She must also remember to switch it over, fold it and put it away. Employers can eliminate this disruption by offering laundry services that include pick up and drop off.

Offer an internet stipend. As a mother juggles her own Zoom meeting her children are on Zoom with their teachers, downloading documents for homework or streaming their favorite shows and games. With multiple family members requiring high speed services, many families have been forced to increase their internet package to keep up. Even if the stipend is for a fixed amount as opposed to full reimbursement, higher quality internet means mothers are able to work more efficiently and effectively, both as an employee and as a caregiver.

While vaccinations are increasingly being distributed throughout the country, these challenges won’t simply disappear for mothers. To attract and retain mothers both in the short and long term, employers need to acknowledge their familial commitments and provide resources to promote their career success.

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