[Jjinbit] Include 'Banghak' in Companies' Winter Preparation Measures

Parents on alert every long winter break
Increased childcare burden affects work
Companies must also step up with flexible work systems

Editor's Note[Jjinbit] is a shortened form of 'Jung Hyunjin's Business Trend' and 'Real Business Trend,' a segment that showcases trends in the changing world of work.

The long winter break lasting as much as two months is a critical period for working moms. Since both regular school classes and after-school programs stop, there is a risk that children may be left unattended for two months. This is especially a major concern for dual-income couples where both parents have to go to work.

Song Myungjin, a 17-year veteran office worker and lead of the Cony Byerin Brand Group, who participated in Asia Economy's year-round project 'K Population Strategy, Gender Equality is the Answer,' was asked last December if there was any system she wished her company would introduce regarding work-family balance. She answered, "A vacation care program." She was struggling to coordinate her work with her daughter's winter break when her daughter was in the first grade of elementary school. She said, "I wonder if this is a problem that companies should solve, but since it directly affects the working environment of employees, it seems to be a difficult issue."

The reason Song's words lingered in my mind was that they made me think about how much companies should contribute to solving the 'childcare problem,' represented by the childcare gap during winter break.

The number of employees who need to take responsibility for childcare is gradually increasing in companies. According to Statistics Korea, the number of working moms in Korea?defined as employed married women aged 15-54 living with children under 18?exceeded 2.6 million in 2022, surpassing 60% of married women for the first time. Eight out of ten working moms are regular employees affiliated with companies. At the same time, the proportion of dual-income couples under 50 years old (46.1%) also reached an all-time high. The percentage of men in their 30s who 'prioritize family life over work' increased significantly from 11.7% in 2015 to 23.7% in 2021. In households with children, neither moms nor dads can be free from the challenge of balancing work and childcare.

The daily lives of these working parents are greatly influenced by company decisions. Companies determine key factors such as commuting hours that affect children's school attendance, and the use of legally guaranteed maternity leave and parental leave essential for work-family balance. Even with government policies in place, it is ultimately companies that implement these on the ground to create an environment where working moms and dads can focus on work while managing childcare.

Patagonia, which has operated an on-site daycare center for 40 years in the United States where maternity and parental leave are not legally guaranteed, has experienced improved employee productivity. The company invests $1 million annually in running the daycare (approximately 1.34 billion KRW) and believes it recovers most of the costs. By retaining working moms who might otherwise quit due to childcare, it reduces turnover-related costs and productivity losses, covering 30% of the expenses. Additionally, through enabling employees to balance work and childcare, morale rises, leading to increased focus and productivity, offsetting 11% of the costs. This is a quantification of intangible value.

As dual-income parenting becomes a global trend, companies must recognize that alleviating the childcare burden on working parents simultaneously enhances corporate and national competitiveness. It should not be forgotten that many measures, from flexible working hours like staggered commuting and selective work systems to expanding paternity leave, can only be implemented if companies take the initiative rather than relying solely on the government.