Supporting working parents in the workplace: The beautiful chaos of being a working parent
Supporting working parents in the workplace isn’t just a nice-to-have — it’s a leadership issue and a cultural one. This blog isn’t about parenthood alone. It’s about building workplaces where people don’t have to choose between being good parents and good employees.
What work-life balance really looks like
Balancing motherhood and a career is one of the hardest and most personal things I’m still trying to figure out. It’s about being physically present, emotionally available, and somehow still having the mental energy to show up fully in both roles.
With three young boys under 7, and a career that hasn’t exactly slowed down over the years, I’ve learned that this idea of “balance” doesn’t really exist. It’s never going to be a 50/50 split. And I don’t think it should be either. Some days, work wins. Other days, school concerts, sick days, and unexpected hugs win.
What this taught me about supporting working parents
Living this dual role, shifting between “mother-mode” and “business-mode,” sometimes hourly, has made me reflect on what many people in our teams are facing every day. Whether or not they speak openly about it, many are navigating this same quiet complexity.
And yet, they show up — to meetings, deadlines, and results. Sometimes from the office. Sometimes from a quieter space that lets them manage life and work at once.
It’s easy to assume presence means productivity. But often, it’s trust that unlocks true contribution.
If you’re a business owner or HR manager thinking about how you’re supporting working parents in the workplace, here are a few questions to consider:
- How many of your people are carrying responsibilities you never see?
- Do they feel safe enough to share their reality?
- Are we asking for presence and perfection — without realising the toll it’s taking?
- What happens to creativity and engagement when people feel seen, supported, and trusted?
The guilt game is real
Guilt? It’s almost a given. When I’m non-stop working, especially when the kids are home and I’m saying “just give me five more minutes” for the 10th time, I feel like I’m missing moments I won’t get back. But when I pause to be with them, I sometimes catch myself feeling guilty for what I’m not doing at work.
Of course, guilt isn’t something leaders can (or should) fix. But we can create cultures where people don’t feel like they have to overcompensate just to prove they’re “there.”
When a workplace is built on empathy and flexibility, and when people are allowed to show up as humans, something powerful happens: trust grows. So does loyalty. So do results.
Presence over perfection
This has become a personal mantra for me. I’ve accepted that I don’t need to do it all, all the time. What matters is being present when it counts, for my children, my clients, and myself.
The other day, my eldest came home from school and said, “You’re not just a mum. You’re a super mum, because you do both. You work and take care of us.” That one moment reminded me that even when it feels like I’m spinning, they see the effort.
Maybe that’s the message for leadership too. Showing up, imperfectly but fully, is what really matters. Sometimes, the space to do that doesn’t look like traditional presence — but the impact can be just as strong.
When leaders create space for people to show up as they are, with trust, empathy, and clear expectations, it doesn’t lower performance. It creates the conditions for people to deliver real results, even in imperfect moments.
That’s what my son saw. That’s what we all need more of.
About the author
Maria Bartolo Zahra is Managing Partner and HR & Compensation Specialist at SurgeAdvisory. She has over twenty years of human resources and business advisory experience.