A guest blog post by Karin McGrath Dunn
Yesterday, I came across a LinkedIn post that really hit home.
A woman shared how overnight she had become the default parent because her husband, a federal employee, was forced back to the office full-time. Gone was the flexibility that let them share the load.
Now, she’s juggling drop-offs, sick days, school calls, activities, and home care tasks — alone.
She and her husband had spent years building a co-parenting partnership—talking about invisible labor, creating systems, having hard conversations. One policy change erased it all overnight.
I’m also married to a federal employee. He’s been an engaged co-parent not just because he wanted to be, but because flexible policies made it possible.
When our kids were little, he worked a compressed schedule, covering childcare 2–3 days a month while I worked—saving us money and, more importantly, strengthening his bond with our kids.
When the kids got sick, we took turns. One of us could work from home, making sure they were okay without falling behind at work.
His need for flexibility was never about slacking off. It was about adjusting his location and schedule to work smarter. It meant he could walk the dog on his lunch break instead of wasting an hour in traffic. It meant he could coordinate his workday to be available to his team while also helping his aging parents. It meant showing up for his family—without missing a beat at work.
And it’s not like he never went to the office. He’s a professional—he goes in, attends in-person meetings, actively manages his staff, and gets the job done. Like millions of other responsible adults, he doesn’t need to be micromanaged.
But he valued flexibility—and he needed it— to help us balance and share the load as two working parents with caregiving responsibilities for both our kids and aging parents.
Now — that flexibility is gone. And with it, his ability to show up for our family—and for me—so I can do my job too.
We proved flexibility works. So why are we still having these conversations? I ask myself:
- Do these leaders really not see what their workforce needs?
- Are they so privileged that they don’t realize how work actually gets done?
- Why are organizations so ready and willing to let talented people burn out or quit rather than intentionally creating smarter solutions?
- Or—let’s be blunt—is this just a slow-burn strategy to shrink the workforce?
As a leader, I know remote work isn’t always easy to manage—it requires intention, trust, accountability, and a commitment to helping people succeed.
I also know that when work isn’t a constant battle, people bring their best.
I also know, not everyone can work from home—but many can. Smart leaders have known this for decades.
My grandparents started a real estate office out of their home in the 1950s. They built a thriving business—without sitting in a downtown office for eight hours a day.
Did they need to do everything in person? Of course not. Was the phone good enough? Many times, yes.
Workplace flexibility is an ‘everybody’ issue.
- ✅Flexibility isn’t a perk – it’s smart business.
- ✅Outcomes matter more than hours in an office.
- ✅Hold people accountable for results, not rigid schedules.
- ✅When caregivers can fully participate, families thrive.
When Families Lose Flexibility, We All Lose.
🚨 Parents burn out and drop out.
🚨 Partners miss out on meaningful caregiving.
🚨 Businesses lose talent, innovation, and loyalty.
🚨Companies drive away their best people.
Good leaders understand that a thriving workforce requires a thriving home life. The two are not separate. By recognizing both are important, I am proud to be part of a large and growing movement to build a better workplace.
Thank you Karin McGrath Dunn
Karin McGrath Dunn is a seasoned executive leader and certified ACC coach through the International Coaching Federation (ICF). She holds a Master’s in Adult Organizational Development from Temple University. As Chairperson and past President of PRD Management, Inc., Karin has led large-scale organizational change and strategic growth, fostering inclusive, values-driven leadership. In her coaching practice, she specializes in helping creative leaders to navigate transitions, work-life integration, family business dynamics, and the impact of adult ADHD. Her firsthand experience balancing professional and personal demands shapes her coaching approach, and she often incorporates visual facilitation techniques to help her clients gain deeper insight.
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