33% say they 'have no one to talk to'—The 'invisible wall' in balancing children's school non-attendance and work

In today's society, where dual-income households are the norm, what if your child could no longer go to school? Would we be able to continue working in our current workplace environment?

Recently, survey results were released that highlight the gap in perception between working parents and companies regarding 'children's school non-attendance.' What emerged from this is the reality of the serious 'isolation' many parents face and the significant disconnect with the corporate side.

In this article, I would like to consider the challenges revealed by these survey results and the 'ideal way of working' we should aim for in the future.

The reality of 'isolation' haunting working parents

The survey targeted 1,000 parenting men and women working as full-time employees. This included parents who have experienced their children not attending school.

The first thing they were confronted with was a harsh reality. When they were unable to use support systems, 33% of parents responded that they 'had no one to talk to.' The fact that there were more responses saying 'there was no one to consult' than those who consulted family (24.6%) speaks volumes about the lonely battle they are forced to fight.

The impact of school non-attendance on work is also serious. Many have been forced to change their careers, such as through resignation (5.8%), changing jobs (8%), changing job types or reducing hours (7.8%), or taking a leave of absence (3.2%). Furthermore, 74.2% of parents who changed their way of working responded that their 'income decreased,' and in some cases, it was cut by more than half.

The 'unbridgeable gap' between companies and employees

On the other hand, what is the perception on the corporate side (500 HR personnel)? Here, there is a clear gap between them and how employees perceive the situation.

Less than half, 46.6%, of companies responded that they 'are aware' of employee consultations regarding their children's school non-attendance. 27.8% responded that they 'probably have such employees but are not aware of it,' which is the current situation where many companies do not see the reality.

Also, although 56.2% of companies recognize that 'a child's school non-attendance is a resignation risk,' only 19.4% responded that they 'actively disseminate information' about support systems. Compared to the 53.6% of working parents who want companies to 'disseminate information about systems,' the reality that support is not reaching them comes to the fore.

Toward a workplace where 'family circumstances' can be brought in

Based on these results, one company commented as follows:

This statement has a very heavy resonance for modern business people. In Japanese society until now, there may have been a strong sense that 'work and family are separate things,' but it can be said that this premise itself has reached its limit.

So, what should we do?

The key is a 'culture that makes it easy to talk' and 'open information.' School non-attendance is by no means a problem of the parent's ability or how they raised their child. Companies should send the message that 'it is okay to bring family circumstances into the workplace,' and employees should have the attitude of 'not hesitating to share information.' This mutual trust is what will prevent the isolation of working parents and, as a result, reduce the risk of resignation.

In conclusion

Work and child-rearing are not an either-or choice. A workplace where people can say to each other, 'We help each other when in trouble,' and a relationship where family circumstances can be shared without hiding them. Such a tolerant atmosphere is what our organizations need most right now.

Why not start today by talking just a little more deeply with someone working next to you about 'balancing family and work'?