Photo Credit: FG Trade
When employees want to expand their family, they often look to their employers for some assistance in easing that process. In the past, we’ve spoken about the importance of providing reproductive healthcare like fertility treatments and prenatal and postpartum care. We’ve also dived into how workplaces can improve for both mothers and fathers. With World Adoption Day right around the corner, we thought we’d explore the ways that employers can help colleagues who are pursuing adoption or foster care.
According to a 2022 study conducted by the National Council on Adoption, “approximately 115,353 adoptions took place in 2019. This data includes private placements as well as those from foster care and stepparent adoptions.” Every path to adoption is different, and not all prospective parents may need the same things from their employer. Below, we are providing some general tips, but we encourage all supervisors to sit down and have one-on-one conversations to determine what sort of accommodations, benefits, and resources they may need to successfully expand their family.
Offer Flexible Scheduling
The journey to parenthood is riddled with many conflicting time commitments. For parents adopting, these commitments could have a very long or a very quick turnaround. This can involve anything from travel to adoption trainings, home studies, court appearances, school meetings, medical appointments, and more. For foster parents who get an emergency placement, accommodations may be requested almost instantly. Make clear to foster and prospective adoptive parents in the organization that those time commitments are valued as well, and have an open and honest conversation with these employees about ways to modify their schedule that honors those commitments and still meets their job expectations.
Provide Paid Adoption Leave
In the past, we have discussed the importance of paid maternity leave and paid paternity, and the same holds true for parents expanding their family through adoption. The minor, whether they’re an infant, child, or teenager, needs time to adjust to their new home and new family dynamic, especially if they became available for adoption due to traumatic birth family circumstances. Providing paid parental leave for adoptive parents, organizations can demonstrate that they honor parenthood of all types, which can translate to greater employee job satisfaction and loyalty. Check out this blog by Compt to learn more about ways to provide paid adoption leave.
Have Adoptive/Foster Parent Support Groups on File
While becoming an adoptive or foster parent can be joyful and fulfilling, it can also come with stresses and stigmas. If these parents do not have anyone in their personal network who has raised adoptive or foster children, they may feel isolated when dealing with those struggles. We recommend reaching out to AdoptUSKids and asking their help for providing a list of state and local adoptive/foster parent support groups on file.
Research Adoption Expenses that May/May Not Be Covered by Financial Reimbursement
The financial commitment for parenthood can be overwhelming, and the benefit and reimbursement process might be tricky for finance departments unfamiliar with what federal and state legal requirements are for workplaces. Finance departments should familiarize themselves with what is covered under IRS Topic 607, Adoption Credit and Adoption Assistance Programs, Military family financial reimbursement, and the Family Medical Leave Act. For state resources, employers and employees can be directed to some examples listed by the Dave Thomas Foundation for Adoption.
Show Employees Outside-of-Work Financial Support Opportunities
Even with some federal, state, and/or employer assistance, adoptive and foster families may need additional financial support. If employees express that need, compile a list of outside-of-work financial assistance opportunities. Below are some grants and organizations that offer them that can be included on that list:
Follow the Example of Adoption-Friendly Workplaces
Don’t know where to start? Follow the example of employers already walking the walk. The Dave Thomas Foundation for Adoption compiled their 2024 100 Best Adoption-Friendly Workplaces List. Consider reaching out to any of these organizations to learn more about how they have adapted to being adoption-friendly financially and culturally.
Promote a Company Culture that Embraces All Family Types
In addition to the stigmas that already exist against adoptive parents and children, there is a growing movement against non-straight, non-Christian parents. One of the policies supported by Project 2025 is the Child Welfare Provider Inclusion Act of 2023, which allows adoption agencies to deny placements or refuse to work with couples that would “sincerely held religious beliefs or moral convictions.” Every Child Deserves a Family has a list of 13 states that have already passed discriminatory adoption and foster care laws. In the coming years, there is no telling how LGBT adoptive couples and non-Christian couples may be further impacted socially, culturally, and legislatively, but employers can set an example of inclusion and acceptance by creating a culture that celebrates all couples who wish to expand their family. If an organization would like assistance in creating that inclusivity, consider having a RALIANCE policy review to aid you in dealing with any potential discrimination within the company.
Every child deserves a safe and loving home, and there are so many adults ready and excited to provide it. They say it takes a village to raise a child, and employers are very much a part of that village. Together, we can all work to ease the transition of adoptive and foster parenthood, for the betterment of our colleagues and the children in their lives.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.
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