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New Survey Reveals That Daddy Demands Receive Support in the Workplace Examines the Dual Role of Dad and Employee

Seattle, WA – June 14, 2006 – While most dads aren’t on diaper duty from their desks or fixing bottles in the board room, they are very aware that their responsibilities as a dad don’t stop when they step out the door to go to work each morning. With today’s fathers taking a more active role in childcare responsibilities, dads have more need, and a greater desire, for a work environment that is supportive of their dual role as employee and parent, and according to a new survey conducted by, employers are catching on.

The survey reveals that 53 percent of fathers surveyed feel that their current employer is very or extremely supportive of their responsibilities as a parent, with 61 percent reporting that their work environment is very or extremely flexible when it comes to the demands of being a father. Survey respondents represent a wide variety of industries, such as IT services, manufacturing and distribution, construction and healthcare.

Employers are implementing practices such as flexible schedules and the option to work remotely which allow fathers to participate in important activities and milestones that past generations of dads have missed due to the rules of the workplace. According to the survey, 81 percent of fathers have employers that support the need to adjust daily work schedules to attend school and/or doctor’s appointments, and nearly 30 percent report that they are able to work remotely when needed.

The survey also indicates that the amount of support that male employees with children feel they get from employers is on par with the amount of support that their female counterparts feel they receive. When surveyed both mothers and fathers on the topic, 25 percent of moms and 22 percent of dads report that their work environment is extremely supportive of their role as a parent. In addition, 22 percent of moms and 18 percent of dads rate their workplace as extremely flexible.

“Employees are placing more and more value on non-cash compensation that allows them to spend more quality time with family. Employers actively supporting their employees’ role as parents, attract a higher level of talent and exhibit higher retention rates. Subsequently, parents are not forced to choose between their families and careers,” stated Mike Metzger, CEO of

Other survey results include:

  • 48 percent of dads rate being able to adjust workday schedules for school/doctor’s appointments as an extremely important employee benefit
  • 20 percent of dads rate paternity time as an extremely important employee benefit
  • 59 percent of dads would be permitted to bring a child to work in the event of an emergency
  • 40 percent of dads currently receive paternity time from their employer
  • Nearly 25 percent of dads report handling 50 percent of the child care responsibilities on a typical work day

Fathers also report that aside from the traditional financial and health benefits, such as family health plans and paid paternity leave, there are additional offerings that would be of value to them as working parents. Some dads report that they would like to have on-site daycare offered at their workplace, especially in families where both parents work during the day, and many suggest that an assistance fund for a child’s current or future education is a benefit that they would like to receive.

About PayScale
PayScale ( is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.

Lindsey Long
Zeno Group (for PayScale)