Tackling Childcare Pakistan: Creating Family-Friendly Workplaces March 2021 2 Content • Context & Employer-Supported Childcare • Research Overview & Project Timeline • Key Findings • Policy Context • Priority Actions • Peer-Learning Collaboration on Family-Friendly Workplaces • Annex: Examples of Childcare Solutions in Pakistan 3 Context • Pakistan’s development roadmap ‘Vision 2025' sets ambitious target for increasing female labor force participation by 2025 • Current female labor force participation of 23% (vs. 82% for men) • Lowest in the region, one of the lowest in the world • Government's target: 45% by 2025 • Women do more than 90% of all unpaid care work in Pakistan • Childcare often a barrier to women’s participation in the labor force • Employer-supported childcare can supplement public provision and benefit women, children, businesses, and the economy Employer-Supported Childcare: good quality, affordable childhood care and education services provided or supported by employers for their employees’ children who are of preschool age (6 months-5 years) 4 Employer-Supported Childcare • Can help address the gender employment gap → increases mothers’ likelihood of earning a formal wage/reduces their likelihood of dropping out of the workforce (Women, Business and the Law, 2016) • If of good quality, can improve child development outcomes, leading to better health and productivity in adulthood (World Bank, 2019) • Can help employers achieve better business outcomes, including lower absenteeism, turnover and higher productivity • Employer-supported childcare can take many forms ‣ On-site childcare centers, run by the ‣ Childcare vouchers, subsidies, stipends, employer or a third party discounts, reserved seats ‣ Off- or near-site childcare centers ‣ Back-up, after-hours, and sick child services sponsored by one or more companies, ‣ Resource and referral services including in the communities where ‣ Breastfeeding support, safe transport, and employees reside other family- friendly policies Source: IFC, 2017. 5 Research Overview Tackling Childcare Pakistan: Objectives: Methodology: ‣ Understand the demand for care services from Online survey with 140 employers employers and employees ‣ Explore the supply of childcare by providers 9 focus group discussions with 70 employees ‣ Understand the policy context for employer- in 3 cities (blue- and white-collar workers) supported childcare ‣ Identify obstacles and barriers to implementation and areas for priority action Interviews with 21 policy stakeholders ‣ Bring together public and private sector partners to discuss challenges, opportunities, and next steps Visits to 22 childcare providers in 5 cities 6 Project Timeline Project launch Data collection Validation of Launch of study Support to Pakistani October 2019 (survey, interviews, findings with key findings & public firms to explore FGDs) stakeholders dialogue childcare solutions November 2019 - November March 2021 Continuous April 2020 2020 7 COVID-19 Considerations Data collection period: November 2019 – April 2020 • Data collection mostly before pandemic onset • Effect on study • Wrapped up data collection early • Delayed findings’ validation • Postponed launch of results • Findings remain relevant; baseline for future studies • COVID-19 impact • Changes to business priorities • Childcare’s importance more evident • Working mothers struggling with added childcare responsibilities • Disproportionate economic impact on women • Actions to support women’s participation in the workforce and identifying durable childcare solutions even more critical Source: ProMarket.org 8 Study Key Findings: Employer Survey Profile of Respondents • 140 companies, representing Employers by Industry Size of Employers 300,000+ employees 9% Other Services 85% male employees 12% More than 1000 11% 32% Financial Services employees 39% Between 101-500 Other 20% employees 15% female employees Manufacturing 100 or less 24% Textile / Synthetic employees 501-1000 Fast Moving employees 24% Consumer Goods 29% • 59% of respondents from Karachi, N=114 19% from Lahore, 12% from N=123 Islamabad, 10% from other cities Other services include: Education, Healthcare, Professional Services, Engineering, Technology, Communications, Transportation, Construction. • Local companies: 76%, multinationals: 17% 9 Women with young children staying mostly out of the workforce; 44% of employees work "non-standard" shifts; more than 40% have 1h+ commute each way Employees’ Schedule Employees’ Travel Time to Work • Of all employees estimated 60% to have children in the 0-5 5-day week day age range, 93% are male 5% 4% shifts and 7% are female 6-day week 45% daytime shifts 10% Rotating shifts • Women with young children 36% 30% Evening shifts strongly under-represented 10% in employers' workforce Overnight shifts 15% 15% 20% Weekend shifts 0% Extended hour Less 1-2 I don't More shifts than 1 hours know than 2 hour hours N=116 N=117 “Standard shifts” for the purpose of this research are considered daytime shifts 5-6 days/week, all others are considered “non-standard” 10 27% of employers provide childcare support; 58% do not • 58% of total respondents do not Provision of Childcare Facilities currently provide childcare facilities: 44% said they were yet to consider it, while 14% said they planned to Due to legislative Awaiting provide the support environment 5% implementation 16% • 9% of respondents claimed to provide Yet to childcare support but then offered no Childcare Plan to provide consider evidence of it in their responses support childcare childcare (therefore were not counted as in place support support providing childcare support) 27% 14% 44% • 6% of respondents provided no Regardless of Under answer to the question legislation 95% consideration 84% N=140 11 44% of employers offer paid paternity leave; less than a quarter offered work-from-home options (pre-COVID-19) Family-Friendly Policies at Work Top 5 family-friendly policies currently offered by respondents Offer paid maternity leave to female employees 86% 1. Paid maternity leave 2. Recruitment and promotion panels focused on making gender-balanced personnel decisions Offer paid paternity leave for male employees 44% 3. Transportation for female employees 4. Employee training on how to better manage work/life challenges Offer flexibility in telecommuting to work 22% 5. Performance appraisal system considering that employee was on parental leave N= 116 • 14% or 1 in 7 respondents do not offer paid maternity leave N=116 (mandated by law in all provinces in this study); 6% said they do not plan to offer it 12 64-77% of employers in the country's two largest provinces are familiar with some legislation on childcare support and family-friendly policies Sindh* Punjab** 14% 6% 17% Familiar with some Familiar with some legislation legislation Not familiar with any 22% Not familiar with any legislation legislation No answer No answer 64% 77% *N=73, **N= 48 Only respondents from these two provinces answered the question 13 Almost half of employers do not ask employees about their childcare needs; 77% of employees consulted by employers prefer on-site childcare Employees’ Preferred Childcare Arrangements Feedback Solicited from Employees On-site daycare center 77% on Childcare Needs Care by a family member nearby or in-home 20% Near-site daycare center 14% Care by a non-family member in their home (e.g., nanny,… 9% Daycare center located near employees’ home 9% Other arrangements 6% 6% Not applicable 6% No Partnering up with an external daycare service provider 6% 11% No preference 3% Yes 49% Solicited but did not receive any feedback Attributes of Childcare Facilities Sought by Parents 34% Don't know Consulted by Employers Safety and cleanliness 48% Affordability 36% Highly trained caretakers 36% N=35 Convenient, flexible hours 33% This question was answered by all organizations – those providing, planning to provide and A focus on learning and education 33% not planning to provide childcare support. Others 27% Low child-to-caretaker ratio 15% N=33 Employers Providing Childcare Support 14 Employers providing childcare support: formal requests a common way of assessing demand; most employers offer on-site childcare Assessing Demand for Childcare What Childcare Support Entails to Among Employees* Organizations Providing It 3% Formal requests from Top 5 Responses employees 11% Childcare needs assessment 1. An on-site daycare center operated by your 36% organization – 61% 17% Don't know 2. Other forms of childcare support* – 16% 3. A childcare subsidy provided to employees – 16% Informal requests from employees 4. A near-site center in partnership with an 33% established daycare provider – 11% Did not assess demand before 5. A community-based arrangement near employees’ offering childcare homes – 8% *N=36 N=38 • 36% of organizations reported that some employees do * Other forms of childcare support include paid leave for parents and allowance for external not use company provided childcare support options as daycare/nanny arrangements. they prefer other childcare arrangements (N=36). Employers Providing Childcare Support 15 Childcare support often available to male and female employees; female employees use it more often Availability of Childcare Support to Utilization of Employer- Male & Female Employees Supported Childcare 20% Female employees using childcare support Male employees using childcare support 53% 24% 16% 8% 80% Provide childcare Provide childcare Provide childcare Did not know support to both support to female support to all male and female employees only employees with N=38 employees preference given to females Employers Providing Childcare Support 16 Main reasons for providing childcare support: employee retention, need, and productivity Main Motivations for Offering Childcare Support Employee retention 79% Employee need 58% Employee productivity 53% Diversity & Inclusion (D&I) initiative 50% Attracting talent 45% Employee absenteeism 21% Compliance with legislative requirements 8% Other reasons 5% Compliance to access and retain clients / buyers 3% N=38 ”Other reasons” encompass “employee satisfaction” and “employee ownership.” Employers Providing Childcare Support 17 Almost a quarter of respondents cited increased profitability and nearly 80% mentioned increased employee productivity as benefits associated with provision of childcare support Benefits Associated with Provision of Childcare Support Observed by Employers Employee retention 92% Better employee work/life integration 91% Workplace culture* 89% Position / Branding as employer of choice 81% Motivation / improved morale of employees 78% Increased employee productivity 78% Talent acquisition 69% Women's career advancement 64% Increase organization profitability 24% N=38 * Workplace culture: More satisfied, engaged and loyal working parents. Employers Providing Childcare Support 18 Mixed levels of financial support towards childcare costs common; one-third covers the full cost Childcare costs supported by employers 34% 22% 11% 8% 13% 5% Pay 100% of Pay a portion of Offer a fixed Offer a sliding scale Offer other form of Did not know childcare center childcare center allowance or based on employee employee childcare usage fees usage fees subsidy position or salary support N=38 • More than 70% of employers offer childcare support to children under the age of 5; 29% serve children older than 5 (N=35) • On average, employers support the childcare needs of 25 children each (N=27) • 61% of employers offer childcare support that is available during “standard” business hours: 8am-6pm (N=73) Employers Providing Childcare Support 19 Lactation support offered by nearly three-quarters of employers; safe transportation supplied by almost 30% Additional Family-Friendly Support Offered by Employers A separate room for lactation and breastfeeding facilities 74% Transportation for parents and children 29% Structured early education / learning program 26% Shower facilities for children 17% N=35 Structured early education/learning program refers to childcare or early education with an intentional focus on children’s learning experience, often involving planned lessons and learning opportunities Employers Planning to Provide Childcare Support 20 Employers planning to provide childcare support: more than half are considering on-site childcare as top option • 14% of companies surveyed (around 20 companies) are planning to provide childcare support options* • 53% of companies claimed on-site childcare was their top option under consideration** • 31% of respondents plan to offer a fixed allowance or a subsidy to help pay for external childcare center usage fees, 23% plan to pay 100% of childcare center usage fees for employees*** *N=140, **N=15, ***N=13 Employers Planning to Provide Childcare Support 21 Main financial and legal challenges cited include cost of infrastructure and lack of clarity about liability Main Challenges Cited Financial Legal/Regulatory • Cost of building the infrastructure for an on-site • Lack of clarity on the organization’s liability related to the daycare center (46%) care of children in the daycare center (54%) • Cost to the organization of daycare center operating • Lack of clarity on the characteristics of “quality childcare” expenses (38%) (46%) • Cost to the organization of partnering with an • Have not encountered any of these challenges (46%) existing daycare center (23%) • Lack of clarity on health and safety regulations (38%) • Cost of insurance (15%) • Lack of clarity on minimum standards for the operation of • Other financial challenges (15%) a daycare center (38%) N=13 N=13 * Other financial challenges include non availability of space; lack of a business case for onsite daycare facility due to the low number of people who want to avail such a facility. Employers Planning to Provide Childcare Support 22 Main provision-related, organizational challenges cited include lack of space for on-site center and commuting issues Main Challenges Cited Provision-related Organizational • Lack of space to build an on-site daycare center (43%) • Employees not wanting to commute to the office/work • Finding an existing daycare center that matches site with their child (31%) employees’ work hours (29%) • Employee perceptions of daycare center quality • Finding an existing daycare center that meets quality (31%) standards (29%) • Understanding employee need (31%) • Identifying existing quality, affordable daycare • Employee preference for other types of childcare centers (29%) (23%) • Have not encountered any of these challenges (23%) • Finding an existing daycare center that is conveniently located for employees to use (21%) N=14 N=13 N=13 Employers Planning to Provide Childcare Support 23 Lack of quality, affordable childcare centers reported; most useful resource is talking to other employers offering support Reported Existence of Quality, Most Helpful Resources Cited Affordable Childcare Centers by Employers 19% Talking to other employers that already offer No 77% childcare solutions Near the Don't know Worksite 25% 56% Yes Accessing international guidelines and resources to support implementation 38% Talking to childcare providers 38% Reading case studies and other materials about 23% 25% employer-supported childcare solutions 44% No In Employees’ Don't know Other resources 8% Communities Yes 31% N=16 N=13 Employers Not Planning to Provide Childcare Support 24 Employers not planning to provide childcare support: nearly half do not see the need/benefit of doing so Main reasons cited for not providing childcare support (44% of total respondents) Top 5 Responses Do not see the need and/or benefits of doing so (48%) Expected financial cost of offering childcare support is too high for the organization (33%) Do not feel we have the technical competence required to do so (22%) Other reasons* (22%) N=54 Lack of support from organization’s leadership (6%) * Other reasons include low number of female employees; family system does not require such planning; Healthcare and Education is provided; industry is in remote area. Employers Not Planning to Provide Childcare Support 25 Most cited financial and legal challenges are similar to those raised by employers planning to provide childcare support Main Challenges Cited Financial Legal/Regulatory • Cost of building the infrastructure for an on-site daycare center (44%) • Lack of clarity on the organization’s liability related to • Cost of administering childcare support (35%) the care of children in the daycare center (38%) • Cost to the organization of paying for daycare center • Other legal/regulatory challenges* (34%) operating expenses (31%) • Lack of clarity on minimum standards for the operation • Other financial challenges* (31%) of a daycare center (32%) • Cost to the organization of partnering with an existing • Lack of clarity on health and safety regulations (21%) daycare center (23%) • Lack of clarity on the characteristics of “quality • Cost of insurance/cost of licensing and registration childcare” (19%) (15%) N=47 N=52 * Other legal challenges cited include family norms; never felt the need; organizations * Other financial challenges include low number of female employees; family system yet to include childcare support in its priorities; none of the above. does not require to consider such planning; need to evaluate and not applicable. Employers Not Planning to Provide Childcare Support 26 Lack of space to build on-site center and understanding employee needs cited as other main challenges Main Challenges Cited Provision-related Organizational • Lack of space to build an on-site daycare center (34%) • Other challenges (33%) • Other provision-related challenges* (34%) • Understanding employee needs (29%) • Finding an existing daycare center that matches • Employees not wanting to commute to the office/work employees’ work hours (30%) site with their child (24%) • Finding an existing daycare center that is • Complications regarding transportation for conveniently located for employees to use (16%) employees with children (22%) • Finding a childcare provider to manage/run your • Lack of support/commitment from senior leadership organization’s daycare center (12%) (18%) N=50 N=51 * Other provision-related responses include not specific, not applicable, and not * Other organizational challenges cited include lack of female employees, not identified yet. applicable, and not identified yet. Employers Not Planning to Provide Childcare Support 27 Limited knowledge about existence of quality childcare centers; need best practices and financial support Reported Existence of Quality, Affordable Childcare Centers 10% 11% Near the Don't know In Employees’ Don't know Worksite 28% No Communities No Yes 32% Yes 57% N=53 62% Employers Not Planning to Provide Childcare Support 28 Limited knowledge about existence of quality childcare centers; need best practices and financial support Most Helpful Resources Cited by Employers Top 5 Responses Best practices for assessing workforce demand for childcare solutions (29%) Financial support to help offset cost of planning and setting up a daycare or other solution (29%) Best practices for projecting workforce future daycare center demand (15%) Guidance on how to finance a daycare center (15%) Information on liability of providing a daycare center (13%) N=52 29 Employers in the textile/synthetic sector lead in childcare support; financial sector lags behind Percentage of Employers Offering Childcare by Sector Textile/Synthetic 57% FMCG 45% Other Services 38% Other Manufacturing 31% Financial Services 20% 30 Sectors with highest percentage of support to childcare report positive impacts, highlight importance of peer-learning Textile/Synthetics Sector • 13% reported positive impacts on Organizational Profitability Plan to Childcare provide Yet to • 46% of Textile/Synthetics employers offer support childcare consider in place childcare breastfeeding/ lactation rooms support 57% 7% support 36% • Most helpful resources for planning childcare support: Talking to other employers that already offer childcare solutions Regardless of legislation 100% Under consideration 100% N=14 FMCG Sector • 40% reported positive impacts on Organizational Plan to Childcare provide Yet to Profitability support consider childcare in place childcare • Most helpful resources for planning childcare support 45% support 9% support: Talking to other employers that already 45% offer childcare solutions Regardless of legislation 100% Under consideration 100% N=11 31 Other services and manufacturing employers offer childcare in over 30% of cases Other Services Due to Awaiting legislative implementation environment 19% 8% Plan to Yet to Childcare provide consider • 13% that provide childcare support have reported support in place childcare childcare positive impacts on Organizational Profitability support support 38% 16% 43% Regardless of legislation 92% Under consideration 81% N=40 Awaiting Other Manufacturing implementation Due to 18% legislative environment 10% Plan to Yet to • 14% of respondents provided no answer Childcare provide consider support childcare childcare in place support support • 11% reported positive impacts on Organizational 31% 17% 38% Profitability Regardless of legislation 90% Under consideration 82% N=29 32 Over 60% of employers surveyed in the financial sector are yet to consider childcare support Awaiting implementation Financial Services 30% Plan to Yet to Childcare provide consider support childcare childcare in place support support 20% 10% 63% Regardless of legislation 100% Under consideration 70% N=30 ▪ 33% of employers in the financial services sector that provide childcare support have reported positive impacts on Organizational Profitability 33 Blue- and white-collar workers detail need for childcare and other FFPs in focus group discussions, highlighting quality of caregivers, safety, flexibility and the role of employers Demand for Childcare Demand for Family- Workers Key Factors of Quality Availability Affordability Centers Friendly Policies ▪ Majority were nuclear families, ▪ Maintenance of children’s health ▪ Admission age range ▪ Medical care benefits for family, both parents working. and hygiene. between 3 months and 6 including parents/in-laws. ▪ Most prefer on-site employer- ▪ Availability of first aid and years or until age of school Blue- and supported CCs as it allows medical help/assistance. entry. White- children’s proximity to parents ▪ Availability of play areas and during work. toys. Collar ▪ Least preference for private ▪ Safety & security. facilities due to lack of trust among parents. ▪ Parents who left children at home, ▪ Experienced care givers, ▪ Duration of stay from 9 to 12 ▪ Parents with limited ▪ Guaranteed minimum wage unattended or under care of preferably females, polite staff hours preferably in sync with affordability to pay. (both females and males). neighbors. or elderly women from shift timings. ▪ Some parents in Lahore ▪ Curb discriminatory recruiting ▪ Some favored employer- community. requested free-of-cost practices, especially towards Blue- supported community-based CCs. ▪ Engaging children in interactive childcare arrangements. mothers. Collar learning activities along with ▪ Parents in Karachi stated ▪ Better benefits like paid paternity Islamic teachings. greater willingness to pay leave, transport, education & or preference for living quarters. employer-subsidized ▪ Awareness on prevalent laws on arrangement. labor rights. ▪ Learning environment to support ▪ Experienced caregivers, ▪ Advanced care plans for ▪ Most parents willing to pay ▪ Better benefits like earned child’s social and personality preferably female. children between 6-13 depending on quality of leave, paid paternity leave, development. ▪ Engaging children in interactive years. service. transport, education & loan White- learning activities. ▪ The services should be ▪ Majority of parents stated facilities. Collar ▪ Licensing of childcare centers. available during the morning greater willingness to pay ▪ Flexible working arrangements and evening timings. or preference for employer- (particularly for young mothers). ▪ Flexi timing to allow parents subsidized arrangement. ▪ Mental health-related programs. to use facility on need basis. 34 Shortage of trained caregivers common in sampled childcare centers; safety protocols mostly maintained • Shortage of trained and • Structured care and • First aid kits and a • Hazardous materials, • Spacious indoor qualified caregivers at learning program for caregiver trained in CPR equipment and environment common, most facilities different age groups mostly present medication kept out of but limited sunlight and • Most common rarely available • Appropriate diaper children’s reach in most ventilation often noticed caregiver profile: • Educational material change and sanitary cases • Centers located in larger domestic staff, also including books and disposal facility often • Protocols often in place buildings often lacked known as “ayahs” toys available in most available to report signs of outdoor play space (some with on-the-job centers • Regular disinfection of domestic child abuse • Green spaces rare training) • Co-curricular and toys reported in many among those with an • Formally qualified extracurricular activities centers outdoor area caregivers and teachers offered by most centers • Records for child present only in a few immunization/vaccine high-end and off-site maintained in most facilities centers 35 Policy Context Original National Acts – Now Devolved to Provinces • Provincial legislation provide guidelines on maternity leave, support for nursing breaks and childcare support Factories Act, 1934; West Pakistan Shops and Establishments Ordinance, requirements 1969; and West Pakistan Maternity Benefits Ordinance, 1958 • Most provincial childcare-related Acts/Bills instruct employers to either establish a childcare facility or Main Provincial Acts Related to Childcare & Family-Friendly Policies arrange for an appropriate childcare /nursing room 1. Paternity Leave in Pakistan* • For children 3-4 years old, all government schools in 2. Daycare Center Act 2018 & Private Bill on Paternity Leave (Private Bill moved in ICT certain provinces like Sindh are to offer free and Senate) compulsory 2 years of pre-primary education 3. Wedlock Policy, Federal Government, 2012 1. The Punjab Shops and Establishment (Amendment) Bill 2013 2. Punjab Factories Rules, 1978 Example Punjab 3. The Punjab Factories Act (Adopted from Factories Act 1934) 4. The Punjab Maternity Benefit Ordinance, 1958 1. The Sindh Maternity Benefits Act, 2018 Female Employee Threshold for 2. The Sindh Factories Act, 2015 Sindh Province Providing Childcare Services, 3. The Sindh Shops and Commercial Establishment Act, 2015 Provincial Factories Acts 1. The Khyber Pakhtunkhwa Shops and Establishment Act, 2015 Irrespective of number of female Khyber Sindh 2. The Khyber Pakhtunkhwa Factories Act, 2013 employees 3. The Khyber Pakhtunkhwa Maternity Benefits Act, 2013 Pakhtunkhwa KPK More than 20 1. The Factories Act, 1934 (Baluchistan) Balochistan More than 50 2. The West Pakistan Maternity Benefit Ordinance, 1958 Balochistan Punjab More than 50 * The Gazette of Pakistan, Extra Jan 9, 2019, Sindh Police Notification, Punjab Revised Leaves Rules, National Commission on the Status of Women 36 Low levels of policy awareness, financial allocation and priority make enforcement of existing regulations difficult Limited knowledge of existing family/childcare provisions among policy enforcement agencies and implementers Inadequate financial allocations to government departments responsible for raising policy awareness, providing support to employers and monitoring compliance Barriers to the Implementation of Family-friendly policies are low on priority targets for policy enforcement institutions Existing Legal Acts Cited by Policy Makers and Limited consultation with employers, industry associations and chambers prior to Stakeholders regulation approval make implementation more difficult Lack of population awareness about the benefits of good quality childcare for child development; reliance on family help for childcare 37 Governments can support employers with childcare implementation: an example from Punjab The Punjab Daycare Fund Society (PDCF) • PDCF provides grants to public and private companies interested in establishing daycare centers. • Grants are designed based on the principle of co-financing, with 70% of cost covered by PDCF and 30% of cost to be borne by the applicant. • Grants are distributed under three categories based on the size of the room/building and the expected capacity of the childcare center. • The grant can cover equipment & operational costs but cannot be used for construction. • The grant covers one year of expenses per accepted candidate. • Grants up to PKR 2.26 million are awarded. • Private organizations and NGOs must submit a financial guarantee of PKR 1 million. • A Monitoring & Evaluation mechanism has been established; funds are only released after completion of a third-party evaluation report. • Evaluation continues for three years after grant issuance. Source: PDCF Website: https://wdd.punjab.gov.pk/punjab_day_care_fund_society 38 Priority Actions for the Childcare Solutions per Resource Intensity Private Sector Low Intensity • Reserve a number of spaces in selected childcare centers • Refer employees to outside childcare providers • Assess Employees’ Needs • Establish flexible work options • Understand the costs and benefits of providing • Provide parenting skills training to employees childcare support to employees • Create parents' peer groups • Become familiar with local regulations • Create return-to-work benefits • Consider all options available for childcare support, from low, to medium, to high resource intensity Medium Intensity • Implement childcare options • Develop more comprehensive family-friendly policies • Monitor the results • Establish or support community-based childcare centers • Provide paternity leave High Intensity Employers Should Start Where they Are All employers – small, medium or large – can make their • Partner with service providers to make use of existing centers workplaces more family-friendly by working to improve their • Expand childcare benefits to employees beyond what is existing practices specified in the law • Establish on-site or near-site childcare centers 39 Priority Actions for the Public Sector • Prioritize and promote enforcement of existing laws • Raise awareness and capacity of key government departments • Clarify portions of existing legislation open to multiple interpretations • Collaborate more closely with women bodies • Build monitoring of family-friendly regulations into existing processes • Consider raising budget allocations for this area • Ensure provision of basic facilities for women in the workplace • Make job protections and basic facilities for women mandatory • Support government departments responsible for compliance • Consider introduction of new legislation and support mechanisms for family-friendly policies • Consider providing incentives, such as tax benefits and/or grants • Consider making paid paternity leave mandatory more broadly • Consult with the private sector 40 Priority Actions for Childcare Providers • Help raise employers’ awareness about the benefits of childcare • Help educate employers about employer-supported childcare • Consider building childcare facilities in popular safe hubs • Consider remaining flexible to meet needs from employers and employees • Changes to hours of operations, specific quality requirements, offering transportation services, etc. • Analyze the market and establish a sustainable business model 41 Priority Actions for All, including Development Partners and Other Stakeholders • Work together to improve the quality of childcare services • Minimum standards of quality and operations for childcare centers • Implementation of health, safety and hygiene requirements (local and international standards) • Training for childcare administrators and staff • Afterschool programs for older children • Replicable low-cost childcare models • Establish an online hub on family-friendly workplaces 42 Peer-Learning Collaboration on Family-Friendly Workplaces 13 companies | 29 commitments | 16 months National Commission on the Childcare Status of Women Strategic Provider UN Women partners partners UNICEF World Bank 43 Learning & Exchange Webinars | Resource guides | Monthly bulletins | Monthly calls Commitment types 44 Results Sample actions Improvements Opening of on- Offering of Launch of Assessment of to childcare site childcare childcare paternity leave childcare needs infrastructure center allowance policy and policy Corporate Offering of Offering of life Creation of Formalization of advocacy and flexible work skills and other women company public sharing of arrangements trainings resource group benefits experience 45 In companies’ own words Employees were more productive, There has been significant impact on employee The employees stress-free and A family-friendly satisfaction and are very happy less distracted. workplace and a overall and motivated. productivity childcare center The no. of is a win-win paternity leaves in situation for the co. depicts both employee Improved how much this and employer employee initiative is valued engagement. Reduced stress It certainly has a levels. Higher positive impact on productivity. We were able to employees’ attract and motivation, retain top talent engagement, and from the retention, further The daycare Family-friendly industry policies are now improving our reimbursement workplace culture benefit has a critical pre- helped us in requisite for a attracting and workplace that creating a Companies should wants to bring female pipeline focus on the well- out the best in being of employees its people to ensure higher productivity, employee satisfaction , retention, and engagement 46 Family-friendly policies and employer-supported childcare is not something you do when your business is doing well. It is something you do so your business can do well. IFC Client CEO Thank you www.ifc.org/tacklingchildcare 47 Annex: Examples of Childcare Solutions in Pakistan (for illustrative purposes only) 48 High-end Private Childcare Facility: NigranCare, Islamabad Established in 2014, NigranCare is a private childcare and development facility registered under Section 42 of the Companies Act. It is led by a female professional graduate of the London School of Economics in Social Policy and Planning. In November 2019, it enrolled 38 children (infants, toddlers and young children aged between 3 months to 12 years). Salient features include: • It centers on a Community Building Approach of bringing together working families, care providers, child development specialists and early childhood educationists to facilitate an enabling and fulfilling start in life for the children under its care. • Aligned with like-minded families, the Early Years Foundation Stage statutory framework is used to guide age-appropriate literacy, learning and development, and to enable the child in a holistic manner • The facility has at least three distinct learning corners equipped with creative, exploratory and learning equipment and materials, along with an outdoor and indoor space to play. • It is an inclusive and safe space, where children with disabilities are accepted – as well as care givers from vulnerable/disenfranchised backgrounds are enabled. • Psychologists are periodically invited to talk with parents about children’s needs and development. • CCTV cameras are installed throughout the facility, to which parents get real-time access. • Caregivers are provided with regular on-site training in areas such as teaching pedagogies, identifying signs of domestic child abuse, CPR, first aid and medical administration. • The center is open 9 hours per day from Monday to Friday, and it also offers on-demand support late evenings and weekends. • Fees are approximately PKR 15,000-20,000 per month; charges of an additional PKR 350 per hour apply for pick-ups after closing time. 49 Employer-supported Childcare Facility: Pakistan State Oil Childcare, Karachi Pakistan State Oil was one of the first public sector companies to establish a childcare center in 2008 for its employees (PSO, 2008). The center’s administration is currently outsourced to a professional daycare management company, Catco Kids, which also provided technical assistance in the design of the facility. The center is staffed by a female professional trained and experienced in Early Childhood Development/Montessori. The administrator additionally is certified in Basic Life Saving, (BLS), Basic First Aid and CPR. In November 2019, the center enrolled 30 children (infants, toddlers, and pre-school children). Salient features are as the following: • Follows Early Years Foundation Stage (EYFS) statutory framework to guide learning, development and care needs of children. • Minimum of three learning corners equipped with learning materials, along with an indoor area to play. • A dedicated health staff is employed for medical administration, particularly first aid. • Caregivers with formal caregiving experience are employed and provided with on-site trainings in teaching pedagogies, identifying signs of domestic child abuse, CPR, first aid and medical administration. • Hours of operations are 10-12 hours per day Monday to Friday. • Monthly fee charges are paid by the company for its employees. However, additional fee is charged for bringing a child early or arriving late to pick up. 50 Employer-supported Childcare Facility: Engro Daycare Started in 2013 by Engro Corp., Engro Daycare Facility, situated in Karachi, is led by a female professional trained in Montessori with vast experience in childcare. In November 2019, the facility enrolled 19 children. Salient features include: • Follows teaching philosophy based on the Finnish early childcare and developmental learning systems. There is a strong focus on child-led learning, early child development approaches emphasizing children’s fun, play and happiness. • Children with disabilities are accepted. • Minimum of three learning corners equipped with a variety of developmentally appropriate toys, books, and learning material. • Doctors are available on call in case of a health emergency and caregivers are trained in first aid, CPR and other areas of medical administration. • Caregivers with formal caregiving experience are employed. The current Ubuntu staff includes personnel with over 7 years of international and local experience in the industry. Professional development trainings are provided to maintain staff’s skills up to date. • Hours of operation are 9.5 hours per day Monday to Friday. • Fees are more than PKR 20,000 per month but are subsidized for all employees; charges an additional fee for early drop off or late pick up.