Compatibility for single parents

In North Rhine-Westphalia, over 300,000 single parents live together with their underage children. This means that they make up around 20 percent of the total number of families. Over two thirds of single parents are in employment and face very special challenges. An interview with Nicola Stroop, NRW state chairwoman of the Association of Single Mothers and Fathers (VAMV NRW e.V.).

What factors determine the situation of single parents in employment?

On average, single parents have significantly less time and money at their disposal than couple families. They are more likely to work in precarious employment and their homes are smaller. At the same time, many single parents want to be gainfully employed - many receive no or only irregular maintenance from the other parent, usually the father, as almost 90 percent of single parents are mothers. Securing a livelihood for themselves and their children and enabling them to grow up well depends heavily on gainful employment - and therefore on the compatibility of family and career. Single parents work an average of 29 hours per week, i.e. part-time close to full-time and often in typical female occupations. Many of them are highly motivated, but at the same time struggle with the prejudice of being unreliable and absent too often. Single parents often have a particularly difficult time on the job market, as employers and HR departments often have too many reservations. In a nutshell: In the rush hour of life, the status of "single parent" forms an additional stress factor.

What can companies do to support their single-parent employees?

The most important thing for single-parent employees is a working atmosphere that is characterized by understanding. Single parents don't want "extra sausages", but less eye-rolling if their situation makes them less flexible and particularly reliant on family-friendly working conditions. In concrete terms, these are the familiar points, such as no team meetings after 3 p.m., working time accounts, priority in vacation planning - with six weeks of annual leave, twelve weeks of school vacations have to be bridged somehow - or consideration for family obligations when planning shifts. How single-parent employees cope with the working conditions is like a touchstone: if it suits them, it will also suit all other employees who look after children.

What do you think is particularly important?

As is so often the case, open communication is particularly important. Companies should proactively offer what works and what doesn't, what can be made possible together so that it suits both sides. Single parents need understanding for their situation without having to explain themselves again and again. That's why clearly communicated agreements are so important. All of this leads to a working atmosphere that is family-friendly. And that's what matters.

What advice would you like to give companies?

In spite of all the challenges, companies should not lose sight of the fact that circumstances are changing again: The phase of looking after younger children is coming to an end, and children are normally well looked after in daycare centers and elementary school - corona times aside. In times of a shortage of skilled workers, it is definitely worth supporting single-parent employees during this particularly stressful phase and keeping them in the company.

Text updated in 2023.