With September 1st quickly approaching, C-Suite and HR leaders need to act soon as America maps the return to work this fall. Successful “Return to Work” strategies should explore both sides of that coin for working families: what it means to return physically to the office in some capacity and what it means to return as a working parent. 

Employers looking to support their employees have gone through three distinct phases on the way back to “normalcy”: 

1. Wait and see 
2. Flexibility and triage
3. Settling into a routine

In a pre-COVID world, child care was challenging for working parents. The cost, accessibility and affordability of child care is one of the largest drivers of turnover (leading to 50% of mothers leaving the workforce), along with absenteeism (parents miss an average of 30 days of work per year) and lost productivity. COVID has “set the house on fire,” resulting in over 2.2 million mothers leaving the workforce and the average parent spending 27 more hours per week on child care. Organizations now have to confront the fact that child care is a universal concern that affects all employees and that employee benefits have inadequately addressed this issue. 

Join us for this exclusive panel featuring leaders from Vivvi, New York-Presbyterian and Horizon Media. Hear how we can prepare ourselves to return to the office AND support a workforce that addresses the needs of working parents and our employees. 

Who Should Attend: Chief Human Resources Officers (CHROs) as well as the Heads, Vice Presidents and Directors of:

• Employee Benefits
• Health & Wellness
• Total Rewards
• Compensation
• Strategic Workforce Planning
• Women’s Leadership
• Diversity, Equity, & Inclusion