Danielle A. Melton is leading the merge of maternal well-being with corporate culture. CEO of MOTHERboard.
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Celebrating Women's History Month means recognizing one of the most important milestones for caregivers: the passage of the Oklahoma Caring for Caregivers Act. The law, which went into effect January 1, 2024, is another step forward as it recognizes and supports caregivers' work that is so often done by women—and often without recognition or compensation.
As a wife, mother and an Oklahoman for more than 24 years, this legislation holds personal significance. The Caring for Caregivers Act provides financial support to families who provide care without any compensation by allowing them to deduct out-of-pocket caregiving expenses from their taxes. In simpler terms, these families can subtract some of the financial burdens that come with caregiving. Families are eligible for $2,000 or $3,000 in tax credits—a significant step in reducing the cost burden of caregiving.
Women make up a significant portion of America’s unpaid family helpers and contribute $625 billion in unpaid care each year, according to the National Partnership for Women & Families. These contributions go unappreciated or are exploited economically so often that it has become normal. This act passed in Oklahoma marks a major milestone within the care economy, and it is important to recognize the progress that has been made.
However, while Oklahoma's Caring for Caregivers Act is an excellent example of progress toward ensuring society appreciates caregivers’ work and supports them fully, there is still much more that needs to be done to achieve these goals. From everyone having access to paid leave for family care responsibilities to affordable childcare availability to addressing the wage gap for women—especially mothers—there are many additional important things to work toward.
However, it may be easier than you think to advocate for these essential issues. One way of doing this is by supporting organizations that are focused on such changes. Here are some significant organizations working toward that end: Chamber of Mothers, March for Moms, Maternal Mental Health Leadership Alliance, Moms F1rst, MomsRising, Motherboard Foundation (my own organization) and Mom Congress.
Making change is easier with the help of others. Organizations like these play a big part in that, but our community also needs to rally behind us. The power of one voice is great, but the voices of many are what make change happen. We need the support of everyone to create friendly caregiver legislation.
In our journey toward creating more inclusive and supportive work environments, it's crucial for businesses to acknowledge and address the multifaceted challenges faced by women and caregivers in the workforce, especially caregivers who are challenged with trying to balance their professional lives with domestic duties. Such a balancing act is not about implementing policies, but rather creating a caring culture that values the well-being of employees as much or even more than the focus for their professional output.
Research has shown that such support is crucial; for example, a 2020 report from the National Alliance for Caregiving and AARP indicated that approximately 53 million Americans were caring for family members while many of them had to work outside the home. Furthermore, McKinsey & Company argued that downshifting careers or leaving work due to caregiving responsibilities are more popular among women in such situations compared to men—highlighting the gender bias and unfair culture around caregiving.
To achieve this mission, here are a few strategies businesses can adopt:
1. Adopt flexible working hours. This will be beneficial for the work-life balance and job satisfaction of employees with caregiving responsibilities.
2. Embrace hybrid or remote work policies. Making it clear that one can do an efficient job without necessarily coming to an office can help employees cope with caregiving.
3. Provide onsite or employer-sponsored childcare. This way employers could relieve working parents from a significant load.
4. Develop support networks and resources. Setting up support groups as well as providing resources like professional advice on caregiving, mental health support and financial planning can help strengthen employees’ positions.
5. Advocate for policy change. Businesses have a powerful voice in advocating for policy changes supporting caregivers. Supporting organizations dealing with these issues actively contributes to wider social change.
There’s still a lot of progress to be made, but Oklahoma is one step closer to making it happen. As we celebrate this small victory—and continue pushing toward other victories—let’s remember that we’re moving in the right direction. This Women’s History Month, let’s commit ourselves to creating a future where caregivers’ essential contributions aren’t just recognized but celebrated and supported. By doing so, we can inspire hope and further progress.
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