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Adding On-Site Childcare

Introduction

Lack of onsite childcare is a significant problem in many workplaces. The unavailability of daycare for employees, especially working mothers, can affect how they undertake work-related duties. If parents do not have access to onsite daycare, they may spend their workdays stressed out and anxious about their kids' well-being. Employers that cannot provide their staff with access to alternative childcare may face unique challenges as a result of this.

Discussion

Statement of Purpose

This report investigates the challenges of the lack of onsite childcare in the workplace. This report will identify the various stakeholders involved in this issue, assess the challenges and costs of adding onsite childcare, and recommend possible solutions.

Background

Lack of onsite childcare in the workplace is an issue that needs much attention. There are several challenges associated with the unavailability of onsite childcare, including decreased productivity and morale among employees and increased absenteeism. Additionally, the cost of implementation and the potential for liability issues are additional issues (Mawardi et al., 2022). Several stakeholders are involved in this issue, including employees, employers, and childcare providers. Employees experience problems due to a lack of onsite childcare as they are unable to balance their work and family responsibilities. Employers lose as employees fail to meet the set targets due to reduced productivity and morale. Additionally, they lose due to increased absenteeism resulting from childcare issues. Childcare providers are also affected negatively due to the limited new market for their services.

Benefits

There are many benefits associated with adding onsite childcare to the workplace. These benefits include increased productivity and morale among employees and reduced absenteeism. Adding onsite childcare to the workplace would likely increase productivity among employees. This is because employees would no longer have to worry about finding childcare for their children and would be able to focus more on their work. According to Okerglicki and Stangl (2012), onsite childcare, sponsored by the employer, positively impacts work performance. In addition, onsite childcare would allow employees to balance their work and family responsibilities better, leading to increased morale (Thébaud & Halcomb, 2019). Adding onsite childcare to the workplace would also likely reduce absenteeism. This is because employees would no longer have to miss work to care for their children and would be less likely to call in sick when their children are sick.

Costs

There are several costs associated with adding onsite childcare to the workplace. These costs include the cost of implementation and the potential for liability issues. The cost of adding onsite childcare to the workplace can be high. Employers would need to build or designate space for the childcare facility and purchase or lease the necessary equipment. In addition, employers would need to hire staff to run the childcare facility (Sheffield et al., 2021). The cost of these items can add up quickly and may deter employers from adding onsite childcare. In addition to the cost of implementation, there is also the potential for liability issues. Suppose something were to happen to a child while in the care of the onsite childcare facility; the employer could be held liable. This significant risk must be considered before adding onsite childcare to the workplace. (Revise this sentence to remain professional and to remain objective)

Conclusion

Several recommendations are viable based on the information presented in this problem report. One, it is recommended that employers implement onsite childcare after carefully considering the costs and benefits of adding it to the workplace. Second, employers should take steps to minimize liability risk, such as ensuring that the facility is well-equipped and staffed by qualified personnel. Third, employers can opt to raise health allowances to cater to the health needs of their employees instead of adopting onsite childcare. (Revise for concise structure, clarity, and coherence)

References

Mawardi, F., Wiwaha, G., Tiatri, S., & Hilmanto, D. (2022). Workplace wellness programs for working mothers: a systematic review. Retrieved from: (Retrieved from is only used when the source is not archived, if it is archived it is not need. If it is not archived then say retrieved DATE from:) https://assets.researchsquare.com/files/rs-1629146/v1/9beb226c-69a2-424f-8da1-c32dbe12b220.pdf?c=1651854162

Okerglicki, C., & Stangl, K. (2012). Parents' Attitudes towards Onsite Child Care. Journal of Student, 72. (Write it like a student using APA7 format) Examples can be found on https://apastyle.apa.org/style-grammar-guildelines/references/examples/jpurnal-article-references

Sheffield, V., Marcelin, J. R., & Cortés-Penfield, N. (2021). Childcare options, accommodations, responsible resources, the inclusion of parents in decision-making, network creation, and data-driven guidelines (CARING) at infectious disease week (IDWeek): parental accommodations and gender equity. Clinical Infectious Diseases, 72(12), 2220–2224. Retrieved from: https://pubmed.ncbi.nlm.nih.gov/32898260/

Thébaud, S., & Halcomb, L. (2019). One step forward? Advances and setbacks on the path toward gender equality in families and work. Sociology Compass, 13(6), e12700. Retrieved from: https://compass.onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12700