The modern workplace was never designed for parents or caregivers. It was built around the idea of a white, male breadwinner with a stay-at-home wife.
Working parents, caregivers, people with chosen families, and extended support networks never factored in.
The result? Rigid schedules, long hours, and urgent deadlines that make it harder for anyone with care responsibilities (i.e. most workers!).
42% of Canadians provide care for children, elders, or loved ones with disabilities, averaging 20+ hours of unpaid care per week.*
74% of parents are very or extremely concerned for their families in terms of balancing childcare, schooling, and work.*
Mothers’ earnings decrease by 49% the year of birth, with a 34.3% penalty still lingering 10 years after.**
While data on queer families in the workplace is limited, 26% of queer people report
facing workplace harassment in
the past five years.*
*Stats Canada
**Child Penalties in Canada, Research Group on Human Capital Working Paper Series
The problematic framing of caregivers as people who need to be ‘accommodated’ in the workplace comes up even in progressive work aiming to support these individuals in the workplace. An ‘ideal workplace’ would move beyond accommodations, and would instead create culture and policy assuming a default caregiver identity across the board. *Rebecca Joy Tromsness, Career Wise
If your nonprofit is committed to equity, consider whether your workplace offers:
✅ Paid Parental Leave - that goes beyond the minimum government benefits.
✅ Flexible & Remote Work Options - so caregivers can manage their responsibilities without stigma.
✅ Paid Care Leaves - that recognize caregiving doesn’t stop at parental leave, and employees need time to tend to their families.
✅ Reduced Work Hours & Meeting-Free Periods - to reduce burnout.
✅ Support for Childcare & Elder Care Expenses - Stipends or partnerships with care providers that can make care more accessible.
✅ Office Closures - that match school break periods.
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