A call to fellow Arkansas employers

Last month, at the Arkansas Society for Human Resource Management (SHRM) conference in Bentonville, I joined leaders from Ingeborg Initiatives, Excel by Eight and Arkansans for Improving Maternal Health to discuss how family-friendly policies shape our future workforce.

What stood out most to me was how, regardless of sector, we’re all aligned on one simple truth: Investing in families is investing in Arkansas’ workforce.

As employers, we have an opportunity to lead in this space. When we talk about paid leave, affordable childcare or flexibility, these aren’t just perks. They’re strategic business decisions that improve retention and attract top talent. And the return on investment is clear. Recent research from Moms First shows that every dollar spent on family-supportive policies yields more than twice that in improved productivity and lower recruitment costs.

At Arkansas Children’s, 82% of our workforce is female, and more than half are under age 35. In the past year alone, more than 100 employees have either declined offers or resigned due to childcare challenges. That’s been a wake-up call for us, showing that the cost of inaction far outweighs the cost of investing in our people.

While we don’t have all the answers, we are committed to taking measurable steps to support our hardworking families with the resources they deserve. Because when we take care of our families, they can take better care of yours.

That’s why earlier this year, we launched a bonding leave benefit providing four weeks of fully paid leave for new parents. One of my first thank-you notes came from a dad who said, “This is life-changing. I get to spend four weeks with my new daughter without worrying about a paycheck.” This feedback reminds us why people-focused benefits matter.

We’ve also made our employee health benefits more equitable by offering no-premium coverage for team members earning lower wages. This is one example of employers rethinking benefits to better support the full range of workers keeping our organizations running.

Of course, not every employer can offer these benefits, but there are steps any business can take to better serve employees. Flexibility — in scheduling, hybrid work or predictable shifts — is one way to make a difference. So is helping employees access federal and state tax credits for paid family leave and dependent care. All Arkansas businesses can benefit from these incentives, yet many don’t know they exist.

I was impressed by my fellow panelist, Alison Williams, and her work leading the Excel by Eight Business Coalition. This group brings together 90 employers across industries to share strategies and solutions for both families and businesses. Regardless of size or sector, there’s value in learning from one another and amplifying our collective voice.

Our state faces a significant competitiveness challenge. We rank 45th in women’s workforce participation, and nearly half of Arkansas births are covered by Medicaid. These numbers tell a story about family stability, economic growth and untapped potential. As human resources professionals and business leaders, we can change that story by offering solutions that enable more Arkansans to care for their families while still thriving at work.

I left the SHRM conference inspired by the creativity and commitment of Arkansas employers who are finding ways to make their workplaces better for families. When childcare costs more than many Arkansans’ mortgages, investing in our workforce cannot be optional. The future of Arkansas’ economy depends on it.

Editor’s note: Crystal Kohanke is executive vice president and chief people officer for Arkansas Children’s, a Little Rock-based pediatric health system. The opinions expressed are those of the author.