Issue 8.15
April 15, 2022
This Week in Dover
This week was a busy week for the General Assembly and the last before they go on Easter Break for two weeks. A number of bills are worth mentioning:

  • HB262: The Data Brokers and Consumer Protection Act - released from House Appropriations
  • HB371 removes all penalties for possession of one ounce or less of marijuana, except for those who are under 21 years of age - released from House Health and Human Development
  • HB372, or the Delaware Marijuana Control Act, regulates and taxes marijuana in the same manner as alcohol - released from House Revenue and Finance

President's Message
Let me share some data with you:

  • More than 2.3 million women have left the labor force in the United States since February 2020
  • This has put the women’s workforce participation rate at 57 percent—the lowest it’s been since 1988
  • Families in Delaware pay an average of $20,000 in child care per child per year
  • There is a maximum licensed capacity of 35,481 across the Delaware child care industry but a total of 54,261 children under the age of five

So the question is, “What do we do?” Read more >
CHILD CARE IS EVERYONE'S BUSINESS
WHY DELAWARE BUSINESSES SHOULD CARE
ABOUT EARLY CHILDHOOD EDUCATION

Research shows that investing in high-quality early care and education (ECE) can lead to higher economic returns for a region, particularly for low-income families. ECE is vital to strengthening the competitiveness of Delaware’s economy and can act as a two-generational workforce development strategy. As the sector faces profound challenges, especially in light of the COVID-19 pandemic, a new report—released by the Philadelphia Fed, Delaware State Chamber, Rodel, & Office of Early Learning—examines ways to increase access for working families. View the toolkit >
"Having businesses really understand what we do is not babysit: We are educating, we are taking care of these families, their employees’ children while we’re here. I think that would be the biggest thing—and them advocating for us as much as they want us to advocate for them." – Provider in Kent & Sussex counties

And that’s why we’re seeing, in my mind, a huge opportunity in child care, because you just don’t have the child care teachers that you need to support the workforce we have. [We need] availability, accessibility, and affordability." – Sussex County business leader

"There does seem to be this kind of black hole between getting
state assistance and then when your wage goes up to a certain extent, and you can no longer get that assistance—but you still can’t afford all the things that the assistance was allowing you to do or get with the increase in wages." – Sussex County business leader
WHAT PEOPLE ARE SAYING:
BEN GRAY
EOS Hospitality

“Nearly every day, across the portfolio, we are losing 10 to 20 percent of our staff due to child care issues,” which equates to roughly 10–15 staff members. Because of the loss of staff, Ben's hotels have had to reduce the number of services they are able to provide, impacting revenue.
ANDRIA KEATING
Babes on the Square Too

“We’re just recycling
people, and I think that’s the biggest problem with this workforce. There
isn’t a workforce. There
is no workforce for early care and education.
The people that are in
the field right now—
that’s all there is.
There’s nobody new."
CINNAMON ELLIOTT
Dover Federal Credit Union

“The conversation that
my husband and I are
having is, you may have
to stay home because
we cannot find suitable childcare. We’re on
five different waiting
lists with a time frame
of about one year
for availability.”
WHAT CAN DELAWARE DO?
OPPORTUNITIES IDENTIFIED IN THE REPORT

  • Financial investments to support the stability of local child care programs
  • Shared space and service models to foster collaboration across sectors
  • Tax incentives to create opportunities for businesses of all sizes
  • Effective transportation options to increase access to care
MARRIED TO THE JOB NO MORE
CRAVING FLEXIBILITY, PARENTS ARE QUITTING TO GET IT
By McKinsey & Company

It’s abundantly clear that organizations have to move quickly if they want to retain working parents and others with caregiving responsibilities. Addressing their needs for increased flexibility is the first place to start. But how?

Here are three areas where organizations can be more bold and creative in their thinking about how to retain parents:

1 Embrace radical flexibility
2 Get more creative with child care support
3 Let them go—and make a concerted effort to get them back

RESPONDING TO THE GREAT RESIGNATION
FLEXIBILITY THROUGH REMOTE & PART-TIME OPTIONS

In the wake of the Great Resignation, company leaders have had to not only re-evaluate policies and culture but respond aptly with the right type of perks and incentives that both attract and retain.

As part of its own pandemic-related evolution, Your Part-Time Controller introduced new benefits such as upgraded equipment and an annual tech stipend for a more comprehensive work-from-home environment, as well as highlighted its flexible options for part-time and remote work. Read more >
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Connect with Us
Upcoming Events
Superstars in Business Application Workshop
Wednesday, April 27
8:30 am - 9:30 am

Webinar
Child Care is
Everyone's Business
Tuesday, May 3
10:00 am - 11:00 am

Webinar
Superstars in Education
Monday, May 9
4:45 pm - 7:00 pm

Wilmington University
New Castle