Architecture and Parenting: Returning to Work

When I had my first child, returning to work seemed almost impossible. I struggled with the decision to leave my baby in someone else's care while I worked to provide for our family. But, as a working mother, I soon discovered that there were ways that architecture and parenting practices could help aid my return to work and make the transition smoother for both me and my baby.

Designing for Parenthood

One way that architecture can help parents return to work is by designing for parenthood. This means creating spaces that are both functional and comfortable for parents and children. For example, workplaces could provide designated lactation rooms that are convenient and private for breastfeeding mothers. Or, coworking spaces could offer on-site child care services with trained professionals. This would not only benefit the parents but, it would also create an inclusive and family-friendly environment for all employees.

Balancing Work and Parenting

Architecture is not the only solution. Balancing work and parenting requires strategy and practice. One way to balance work and parenting is by setting boundaries. Establishing specific work hours and childcare hours, free from interruptions and distractions, can make your time more productive and focused. Additionally, utilizing technologies like video conferencing, productivity apps, and online calendars can help to streamline your work and home life.

The Power of Support Systems

Finally, the support system around you can make all the difference. Having a reliable network of family, friends, or coworkers you can depend on can help with the transition back to work. Seeking advice from other working parents and connecting with organizations that address work and family issues, can offer useful insight and community. It's also important to have the support of your workplace. An understanding, flexible, and accommodating employer can make the return to work easier for parents and less stressful.

Some Quantifiable Examples:

• A study by Forbes found that companies who offer flexible work arrangements have 54% higher employee retention rates.
• Research shows that children in high-quality child care programs fare as well as those cared for by a parent in their early years.
• Parents who make use of their work's employee assistance programs and other resources, miss fewer workdays due to childcare emergencies.

Conclusion

1. Designing for parenthood in workplaces creates family-friendly environments that benefit both parents and employees.
2. Setting boundaries, using technology, and seeking support can help balance work and parenting life.
3. Having a supportive workplace and network of family and friends can make the transition back to work smoother and less stressful.

Personal Anecdote:

When I returned to work after having my second child, I was fortunate enough to work for an employer who valued their employees' family lives. My employer offered flexible work schedules, on-site lactation rooms, and a supportive community of working parents, which made a huge difference in my return to work. I was able to balance my work and parenting life and feel supported in both.