In this episode of MOVE Like This, Mandy Gallagher, Lead Manager of Women’s Initiatives at the AICPA, joins Bonnie Buol Ruszczyk to discuss why caregiving has become one of the most important workforce issues facing the accounting profession and what firms can do to better support employees balancing careers with responsibilities outside of work.
Mandy explains that caregiving is far broader than many leaders assume, affecting employees across generations, career stages, and family structures. Yet many caregivers don’t identify themselves as such or feel comfortable sharing their challenges, leaving firms unaware of the pressures their people face. She argues that caregiving should be viewed not as a personal issue employees must solve on their own, but as a workplace issue with significant implications for retention, engagement, and the future leadership pipeline.
The conversation also explores the role of flexibility, trust, and workplace culture. Mandy emphasizes that policies alone aren’t enough if employees fear using them will hurt their careers. Instead, firms should lead with curiosity, create environments where people feel safe discussing their needs, and recognize that caregiving is something most professionals will experience at some point in their lives. Ultimately, supporting caregivers isn’t just about helping individuals, it’s about building workplaces where talented people can sustain long, successful careers.
Key Takeaways:
- Caregiving Is Broader Than Many Firms Realize: It isn’t limited to women raising young children. Employees may be caring for children, parents, siblings, partners, friends, or others, and those responsibilities can change throughout a career.
- Caregiving Is a Retention and Leadership Issue: When professionals can’t reconcile work expectations with caregiving responsibilities, firms risk losing experienced people who might otherwise become future leaders.
- Commitment Isn’t the Problem: Caregivers may be just as ambitious and committed as their peers, but they are managing competing demands on their time and energy. Assuming caregiving signals less career ambition can have real consequences.
- Flexibility Requires Trust and Culture, Not Just Policies: Flexible work only helps when employees can actually use it without worrying that doing so will affect how their commitment, performance, or leadership potential is perceived.
- Firms Need to Understand What They Can’t See: Employees may not disclose caregiving responsibilities, particularly if they fear being judged differently. Leaders need to ask, listen, and become more curious about experiences that aren’t immediately visible.
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