Childcare Resources
Tulsa Women’s Commission
Resources and Strategies for Support
For Parents
For Future Educators
For Childcare Providers
Research about Childcare
Despite more women graduating from college, law school, and medical school compared to men, the gender pay gap has seen minimal progress over the past two decades. Recent studies estimate that it will take another 50 years to close this gap in the United States. Childcare emerges as a significant factor in perpetuating this disparity, according to Francis Blau, an economist at Cornell University. The responsibilities and costs associated with childcare often hinder women's career advancement, leading to lower-paying positions or interrupted career paths. Addressing the issue of affordable and accessible childcare is crucial in achieving gender equality in the workforce.
OU-Tulsa Researchers have found strong connections to quality childcare and positive life outcomes.
The Greater Oklahoma City Chamber, with funding from the City of Oklahoma City, collaborated with the Coalign Group and the Oklahoma Partnership for School Readiness to create a data repository and strategy to address child care needs in Oklahoma City.
Neighborhood Explorer Tool: Childcare Availability
Click the image of the heat map to visit
Neighborhood Explorer.
Oklahoma Human Services: Childcare Locator
Click the image of the search tool to visit the child care locator.
Oklahoma Partnership for School Readiness: Before the Bell
Click the image to visit the website.
ParENt EXPERIENCES
Tulsa Parents provide insights about childcare availability.
Themes from childcare March & April 2024 Forums
Creating a more supportive and equitable work environment for parents and caregivers, providing access to affordable and high-quality childcare options, and advocating for policy changes to better address the needs of working families.
QUICK WINS for EMPLOYERS
Survey/Discussion -- Perform a survey or talk directly to your employees who are parents (including grandparents and foster parents) to determine what they may think would be helpful to them.
Affinity Groups/Committees -- Create parent support affinity groups or committees within your organization to network and share information about childcare/nanny options in the area.
Human Resources Departments -- Provide employees who are parents (including grandparents, foster parents, expectant parents and adoptive parents) with childcare resources and when possible take a more active role in contacting child care centers.
Flexible Work Schedules/Meeting Times -- Develop a flexible work policy by job role for parents with dependent children who have circumstances that require an accommodation.
- Except for unexpected or urgent business, try to avoid meeting times which coincide with the timing of childcare drop-off or pick-up.
Subsidies -- Study childcare subsidy regulations and determine if any employees might qualify for existing subsidies.
Childcare Benefits
- If possible, provide a child care stipend to employees as a benefit.
- Set up a dependent care/flexible spending account at the workplace and encourage employees to take advantage of such account. There are limits as to the amount an employee can put in the account but it could save them over $1,000 each year because it is pretax income.
Engagement in Pro Child care Policies -- Support and have someone at your organization actively engaged in pro childcare policies at the local, state and national levels.
Proclamation -- Proclaim a “Tulsa Early Child care Provider Day” to celebrate the work of those in our community who play an invaluable part in the education of Tulsa’s children.
inclusive parental support ideas for employers
- Paid parental leave: Offer paid time off for both mothers and fathers to bond with and care for their newborn or adopted child.
- Flexible work hours: Employers can provide workers with flexible hours around school schedules (i.e. avoid meetings before 9 AM and after 2:30 PM).
- Adoption assistance: Provide financial support or guidance for employees going through the adoption process.
- On-site or subsidized childcare: Establish on-site daycare facilities or partnerships with nearby childcare centers to make childcare more accessible and affordable for employees.
- Lactation support: Create private nursing rooms and provide resources for breastfeeding employees, including lactation consultants or breastfeeding supplies.
- Parental resource groups or networks: Establish support networks for working parents to connect, share experiences, and provide guidance to one another.
- Backup childcare assistance: Offer backup childcare services for unexpected situations, such as when regular childcare arrangements fall through.
- Career development programs for parents: Provide opportunities for professional growth, skill development, and career advancement specifically tailored to support working parents.
- Dependent care savings accounts: Offer tax-advantaged savings accounts that employees can use to save for childcare expenses.
- Employee assistance programs: Provide counseling services, referrals, or resources to help employees navigate the various challenges and stresses of parenting.
- Return-to-work support: Implement programs and resources to support employees transitioning back to work after parental leave, including phased returns or workplace reintegration plans.
In the News
Tulsa People Magazine
Public Radio Tulsa
Tulsa World
Addressing child care: Tulsa Women's Commission to present findings and recommendations to City of Tulsa
Tulsa’s Women’s Commission is tackling childcare gaps
Oklahoma House passes bill incentivizing employers to help workers with child care
Local Headlines Related to Childcare