Strategic Insights for Employers to Support the Sandwich Generation and Improve Retention
The University of Phoenix College of Doctoral Studies has released an insightful white paper titled "How Organizations Can Help Sandwich Moms Achieve Work-Life Balance." Authored by Dr. TaMika Fuller and Dr. Victoria Lender, the paper presents an in-depth look at the pressures faced by the sandwich generation—those individuals who juggle care responsibilities for both children and aging parents. This demographic is increasingly common, with existing research indicating that nearly 23% of U.S. adults belong to this group. However, the paper emphasizes not just the challenges they face, but also how employers can respond and support these employees effectively to improve workplace outcomes.
In addressing the impact of inadequate workplace support, the authors argue that high levels of burnout, increased absenteeism, and stagnation in career advancement are common issues among sandwich moms. Flexible working arrangements, such as remote or hybrid options, are proposed as critical strategies organizations can adopt to alleviate some of the stress for these employees. The authors stress that helping working caregivers can lead to lower turnover rates and higher employee engagement, which ultimately contributes to enhanced organizational performance.
Moreover, the white paper outlines several evidence-based strategies for employers. These strategies include: 1) Implementing more flexible work schedules that accommodate the diverse needs of employees; 2) Offering enhanced paid leave policies that recognize both childcare and eldercare responsibilities; 3) Training managers to practice empathy and focus on performance-based outcomes rather than strict availability metrics; and 4) Rethinking career development programs to allow for non-linear progression, which recognizes the unique career paths of sandwich generation employees.
Dr. Fuller points out that the implications of these changes extend beyond the individual employee level, highlighting that they are integral to ensuring broader organizational success. "Supporting sandwich moms is not only a moral duty but a strategic initiative that can positively influence overall workplace dynamics," she states. Similarly, Dr. Lender emphasizes the importance of aligning organizational practices with the realities faced by this demographic. By doing so, employers can bolster engagement and facilitate pathways for sustainable career growth within their workplaces.
The impact of sandwich generation caregivers is significant, not only in terms of workforce demographics but also in economic terms. The report cites data from the AARP and the National Alliance for Caregiving, noting that roughly 63 million Americans, nearly a quarter of adults in the U.S., provide ongoing care to family members. With 70% of these caregivers employed, the challenges they face are exacerbated by the dual demands of work and caregiving.
As organizations continue to navigate staffing and retention in a post-pandemic world, investing in supportive policies for the sandwich generation can be a game-changer. Not only do these initiatives show a commitment to employee wellbeing, but they can also enhance productivity and workplace loyalty. The full white paper is accessible via the University of Phoenix Research Hub and serves as a valuable resource for companies looking to improve their support systems and foster a more inclusive work environment.
In addressing the impact of inadequate workplace support, the authors argue that high levels of burnout, increased absenteeism, and stagnation in career advancement are common issues among sandwich moms. Flexible working arrangements, such as remote or hybrid options, are proposed as critical strategies organizations can adopt to alleviate some of the stress for these employees. The authors stress that helping working caregivers can lead to lower turnover rates and higher employee engagement, which ultimately contributes to enhanced organizational performance.
Moreover, the white paper outlines several evidence-based strategies for employers. These strategies include: 1) Implementing more flexible work schedules that accommodate the diverse needs of employees; 2) Offering enhanced paid leave policies that recognize both childcare and eldercare responsibilities; 3) Training managers to practice empathy and focus on performance-based outcomes rather than strict availability metrics; and 4) Rethinking career development programs to allow for non-linear progression, which recognizes the unique career paths of sandwich generation employees.
Dr. Fuller points out that the implications of these changes extend beyond the individual employee level, highlighting that they are integral to ensuring broader organizational success. "Supporting sandwich moms is not only a moral duty but a strategic initiative that can positively influence overall workplace dynamics," she states. Similarly, Dr. Lender emphasizes the importance of aligning organizational practices with the realities faced by this demographic. By doing so, employers can bolster engagement and facilitate pathways for sustainable career growth within their workplaces.
The impact of sandwich generation caregivers is significant, not only in terms of workforce demographics but also in economic terms. The report cites data from the AARP and the National Alliance for Caregiving, noting that roughly 63 million Americans, nearly a quarter of adults in the U.S., provide ongoing care to family members. With 70% of these caregivers employed, the challenges they face are exacerbated by the dual demands of work and caregiving.
As organizations continue to navigate staffing and retention in a post-pandemic world, investing in supportive policies for the sandwich generation can be a game-changer. Not only do these initiatives show a commitment to employee wellbeing, but they can also enhance productivity and workplace loyalty. The full white paper is accessible via the University of Phoenix Research Hub and serves as a valuable resource for companies looking to improve their support systems and foster a more inclusive work environment.
Topics People & Culture）
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