Earlier this year I had the pleasure of collaborating with Orla Donoghue, the founder of Solas Coaching. She’s an expert in supporting single, solo and co-parents in the workplace, so we took some time to chat together on how we level up this conversation and put it firmly on the action plan for employers.
In this guest blog from Orla, she’s taking us through some really practical ideas and sharing reminders that we can innocently forget / assume, but desperately need to keep in mine. Over to Orla….
In today’s work culture, inclusivity for single parents remains a largely unaddressed issue. As 1 in 4 UK families are led by single parents, employers need to grasp the realities these parents face and take meaningful steps to support them. These insights can guide your approach to creating a more inclusive workplace for single parent families.
1. Recognising diverse single parenting journeys
Single parents’ experiences are unique, shaped by circumstances like divorce, bereavement or solo parenting by choice. Some manage entirely alone, while others co-parent, each facing distinct challenges. It’s crucial for employers to avoid assumptions, learning what each person’s journey entails. Simple changes, such as understanding the differences between solo and co-parenting, can foster respect and support.
Understanding single parent dynamics offers more than awareness, it builds a foundation of trust and inclusivity. When employers recognise the stability single parents need, it not only boosts morale but also reinforces a sense of belonging. By implementing targeted policies and actively challenging stereotypes, workplaces can transform perceptions and foster empathy. Open discussions and training can help teams better understand each other’s experiences, contributing to a culture where single parents feel valued, understood and supported in their unique roles.
2. Flexible working isn’t a benefit – it’s essential
Flexible working is invaluable to single parents, who often manage childcare, school schedules and daily routines single handedly.
For many, flexibility at work is the only way to achieve balance. By offering options like work from home days or flexitime, employers empower single parents to thrive professionally without compromising family responsibilities.
Flexibility isn’t just about work hours, it extends to practical planning. Avoid last minute meetings or late reschedules, which can disrupt the carefully balanced schedules of single parent families. Consistency in scheduling reflects respect for their responsibilities and alleviates any unnecessary stress.
3. Accessible career progression for single parents
A common barrier single parents face is limited career growth due to scheduling inflexibility in senior roles.
Many skilled and motivated single parents are unable to pursue advancement, often because these roles don’t accommodate part time or flexible work. This exclusion isn’t just a loss for single parents; it means employers miss out on top talent.
Employers can increase accessibility by offering training within core hours, considering remote learning or even structuring senior roles as part-time positions or job shares. Career progression should be equally attainable, regardless of an employee’s family setup.
What next?
Companies can better support their single-parent workforce by truly understanding their unique challenges, offering genuine flexibility, and creating accessible career paths. These changes can foster an environment where single parents feel valued and empowered to thrive.
At Solas Coaching, I believe that even small adjustments can lead to significant gains in morale and productivity, helping single parents live fulfilling lives while contributing their best at work.
For insights, tips and resources that matter to single parents, please do sign up to my mailing list via my website.