As we celebrate International Women’s Day this year, we’re reminded of the progress women have made in the workplace—and the barriers that remain. Women have been told for decades that they can have it all. Build a career. Raise a family. Chase their ambitions. And yet, the reality for many working women, especially those balancing caregiving responsibilities, is that they’re expected to do it all without enough support.
Women represent 47% of all U.S. employees but they’re still underrepresented at the highest levels of corporate leadership, and caregiving responsibilities have been cited as a major reason why. When the cost of care alone eats up nearly half of a household’s income (40%) and women continue to bear the brunt of caregiving duties, climbing the corporate ladder becomes a near-impossible task.
So how do we actually change the game? We can start by giving women the real, tangible support they need to stay in the workforce and thrive.
That’s where family care benefits come in.
The caregiving gap is a career gap
Women are more likely than men to take on unpaid caregiving for children, aging parents, and even extended family. And that care comes at a cost. Women are more likely to reduce their hours, decline promotions, or even leave the workforce entirely because they can’t find or afford the care they need.
In 1989, 86% of mothers cited home and family care as the leading reason for exiting the workforce, while 79% reported the same reason in 2021.
And when women step away from their careers, even temporarily, the impact is long-lasting. A gap on a resume, missed leadership opportunities, and lost wages all contribute to the persistent gender pay gap. By the time women return to the workforce, they often struggle to regain the same momentum as their male peers.
Employers who say they want more balance in leadership need to recognize this reality and offer solutions that actually make a difference.
The impact of care on parents (especially moms)
Data from our 2025 Cost of Care Report paints a bleak landscape:
- One-third of parents (33%) had to dip into their savings to afford care, with the average parent using 29% of their savings on child care alone.
- 15% of parents reduced their work hours to accommodate caregiving, with 7% leaving the workforce entirely.
- Moms have only 2 hours a day to themselves, compared to the average of 3 hours for all parents.
Real support goes beyond maternity leave
Too often, the conversation around supporting women at work starts and ends with maternity leave. But family care responsibilities don’t stop when parental leave is over. Parents still need child care. Aging parents still need support. Unexpected emergencies still happen.
Companies that want to empower women need to offer benefits that support caregiving at every stage. That means:
- Subsidized backup care for children, seniors, and even pets, so last-minute disruptions don’t derail workdays.
- Senior care resources to help employees navigate the complex process of caring for aging parents.
- On-demand tutoring to help working parents balance school and work responsibilities.
- Breastfeeding support with access to lactation consultants who can help.
These aren’t just perks. They’re essential tools that enable women to stay engaged in their careers without sacrificing their–or their families’–well-being.
Why this matters for companies
Investing in family care benefits isn’t just the right thing to do. It’s also a smart business decision.
When companies offer meaningful caregiving support, they see:
- Higher retention: employees are more likely to stay with a company that helps them manage work and home life.
- Increased productivity: when caregiving stress is reduced, employees can focus on their jobs.
Plus, employees are paying attention. A growing number of workers, especially women, are evaluating job opportunities based on the quality of benefits offered. If companies want to attract and retain top talent, they need to offer more than just competitive salaries.
Change starts with action
Here are a few ways businesses can take action today:
- Audit existing benefits: Are they supporting working parents and caregivers?
- Offer flexible, subsidized care solutions: Access to a network of nannies, babysitters, and daycares–and stipends make a real difference.
- Normalize caregiving as a workplace issue: Leaders should model work-life balance and support employees using these benefits.
Women don’t need more lip service about breaking barriers. They need real support that helps them stay and succeed in their careers. Family care benefits aren’t just a nice-to-have. They’re a necessary step in closing the gap once and for all.
Reach out to our benefits experts for help building a benefits package that supports the caregivers in your workforce.
