They know our most important institution is the backbone of business, capitalism and America.

The health and happiness of employees’ families directly increases productivity, morale and, ultimately, the company’s bottom line. But it is also intrinsically linked to the well-being of society.

Conversely, if we, as a society, do not respect and consider the vital role families play in the corporate landscape, we risk jeopardizing not only individual well-being and happiness but the value, success and profitability of our companies, as well as our very capitalist system.

That’s because we are not robots. We have lives outside the office, filled with responsibilities, challenges and joys that define our existence even more than our success at work. When companies fail to recognize this, they inadvertently foster a toxic work environment that stifles creativity, breeds resentment and, ultimately, drives talent away.

In his famous book, The Wealth of Nations, Adam Smith set off a firestorm of controversy with his idea that maximizing self-interest is the best route to the greatest good for all of society. However, in his lesser-known work, The Theory of Moral Sentiment, he clarifies “self-interest” as significantly more complex, involving many aspects of human nature — and not the least of these was the desire to see the betterment of others. He further explains one of the most powerful places where we can serve that desire is in our families. The nurturing, strengthening and replenishing which happens in that safe space enables individuals to more competently compete and perform in the workplace, and also bring some of that love into the workplace. Supporting the family ultimately benefits employers.

But do not take my word for it, or even Smith’s. Look at how productive and great you feel at work when everything is going well at home. Consider how you respond when your employer promotes and respects your family time and commitments by acknowledging the importance of work-life balance, offering flexible working hours, providing parental leave, extending better health benefits or offering expanded employee programs such as childcare and counseling.

Ultimately, it’s about creating a culture that values employees as whole individuals, not just cogs in a profit-making machine. Plenty of studies demonstrate that supporting families is not only the right thing to do but also a smart business strategy that can lead to increased profitability and long-term success for the company.

The bottom line is that employees who feel supported and understood are more likely to be loyal, engaged and productive. And in the long run, companies that prioritize family-friendly policies have a significant advantage in attracting new talent as well.

And when companies respect families, the benefits extend far beyond the office walls. Families are the fundamental building blocks of society. By supporting employees in their roles as parents, spouses and caregivers, companies contribute to the well-being of entire communities. This, in turn, fosters a more stable and prosperous society overall — which is, by definition, the basis of successful capitalism. That’s probably why destroying the traditional nuclear family unit was one of the stated goals of Karl Marx as he laid out his plan for how to replace capitalism with communism.

At the end of the day, respecting families is both a strategic business decision and a social moral imperative. We live in a world where compassion and empathy are often overshadowed by the relentless pursuit of profit. But true success and long-term sustainable profit lie in creating a workplace where employees feel valued, supported and respected, both as professionals and as individuals with families. By supporting families, companies can pave the way for a brighter, more inclusive future where everyone has the opportunity to thrive.

This month’s honored CEOs and business leaders get that, and they are going above and beyond saying it, not just with these powerful statements they recently shared with us but by enacting life-changing and sometimes life-saving policies that will help families and humanity thrive. They realize that, as much as they want their employees to feel bonded to their family at work, most of us are more closely bonded to our primary families and need unpressured time to spend with them. Ultimately, our collective future depends on this.

 Jasmine Jirele, President & CEO at Allianz Life Insurance Company

 “Our approach to benefits is always “employees first.” Throughout the year, we survey our employees to gather insights on various topics and determine which benefits will most effectively support them and their families. We do this not only to stay attuned to our employees’ needs but also to ensure we are adapting to take care of all employees and their families. We understand that for our employees to be engaged and happy at work, they need to be able to focus on life outside of work. We’re proud that our benefits offerings can help meet the needs of our employees and that the benefits evolve based on what our employees communicate to us.

 “A lot has changed in the past five years regarding where employees want to work — whether that’s at home or in the office. We offer hybrid and flexible work arrangements based on an employee’s role, and the ability to flex schedules to accommodate things like appointments or extracurriculars. We also have a policy that allows employees to “work from anywhere” for one month each year.

“We offer a lifestyle spending account that provides employees with up to $500 reimbursement for expenses related to fitness club membership, childcare, financial planning and more.

“One initiative I am particularly proud of is our onsite health clinic for all benefits-eligible employees and their dependents, six weeks and older. We have a nurse practitioner who provides sick and urgent care, physical and sports exams, chronic condition management, mental health services and more to both employees and their families right here on our campus. It is incredibly convenient for everyone, especially for parents who have sick little ones and want to avoid urgent care or the emergency room. The clinic also has a select number of prescription drugs available, so employees don’t have to make an extra stop at the pharmacy.

“As part of the clinic, we have a licensed mental health provider. This allows employees, partners and dependents affordable and accessible mental health support right here in our building.”

My ‘Why’

“I’ve experienced the challenges that many of my peers face as working parents, juggling various responsibilities, including elder-care duties. Our culture at Allianz has always been about caring. We pride ourselves on offering benefits that allow employees to manage their lives outside of work — whether that involves children, parents or even pets.

“However, benefits are just one part of it. We offer our employees flexibility in their work schedules, allowing them to work from home part of the week or have flex schedules that enable them to attend a parent’s appointment or a child’s basketball game.

“I am grateful for the valuable benefits and the flexibility the company has provided me in my personal life.”

How We Incorporate Inclusivity into Our Policies

“We’ve been very thoughtful in creating benefits that can support employees, regardless of their life stage or family structure. Our benefits are inclusive for all, including same- and different-sex spousal and domestic partner benefits. We aim to ensure all our families — no matter who is part of them — are taken care of.

“We offer expanded maternity leave, parental/bonding leave, and adoption leave for all families, as well as a support program for employees grieving a miscarriage or the death of a child or grandchild at any age. Our Adoption and Surrogacy Assistance Reimbursement Program provides financial assistance to employees for both the adoption of children under 18 years of age and surrogacy expenses.

“We also recognize that many employees are caregivers for older adults in their lives. We offer support for caregivers through a third-party vendor that provides personalized coaching, curated resources, and live phone/video calls.”

Jonathan Keyser, Managing Partner at Keyser

“As the founder and Managing Partner of one of Arizona’s best commercial real estate brokerages, Keyser, and a father of six, I’ve learned that family isn’t just a part of life — it’s the foundation of everything we do. That’s why, at Keyser, we don’t just accommodate family life; we celebrate it.

“In 2013, when we founded Keyser, we made “protecting and serving each other like a family” part of our Core Operating Principles. That commitment doesn’t just mean we hold each other accountable through honest and kind discussion but also that we’re there for one another through all seasons of life.

“Regarding corporate policy, I tell my team, “Have as many babies as you want.” And I mean it. Building a strong family shouldn’t feel like a career risk. Too often, talented professionals — especially women — are forced to choose between growing their careers and growing their families. That’s not the kind of culture we want. We want a workplace where people feel supported and empowered because when people feel in control and fulfilled, they show up to work more engaged, more loyal and more motivated.

“That’s why we have a strong maternity leave policy. When one of our team members brings a child into the world, they deserve time to heal, bond and adjust. They shouldn’t have to rush back to work out of financial pressure or fear of falling behind. Parenthood is one of the most demanding jobs, and we honor that by ensuring our employees have the time and space they need to embrace it fully.

“But family-friendliness goes beyond parental leave. It’s about flexibility, understanding and a culture that respects the unpredictable nature of life. Being family-friendly is a win-win for employees and employers; a family-friendly culture fosters retention, attracts top talent and builds a team that’s deeply committed to the company’s success. When we take care of our people, they take care of the work. It’s that simple.”

Debbie Kovesdy, Founder & CEO at GenTech and The GenTech Foundation 

“GenTech has always prioritized family values within our company culture. From the beginning, we’ve integrated these values into our hiring and scheduling practices by proactively inquiring about candidates’ time commitments and family responsibilities during the interview process. We maintain an open dialogue with our employees, valuing their feedback and actively seeking ways to improve our policies for the benefit of all. We actively schedule job assignments around our employees’ school and personal schedules.

“We recognized a need for childcare support among our employees with young children. In response, we’ve instituted a policy that allows these employees’ children to attend our KidsTech programs on a complimentary basis. This initiative not only eases the burden of childcare but also provides a valuable learning experience for their children. We have not incurred any significant gaps or unsolvable situations.

“We recognize that “family” has diverse interpretations. At GenTech, we strive to be considerate of the unique family structures and personal needs of each employee, extending our sense of community to include their significant others and children. Many of our employees socialize outside of company time and attend large company gatherings with enthusiasm and pride.

“My vision for GenTech has always been to create the kind of company where I would love to work. This includes fostering a supportive and social environment where employees feel valued and have ample opportunities for career advancement as their personal needs evolve.”

Liz Tenety, Co-Founder at Motherly

“At Motherly, we recognize that the needs of working parents are constantly evolving. Over the past few years, we have actively listened to feedback from our team and adapted our policies to better support work-life integration.

“One key change we’ve implemented: Enhanced Parental Leave. We have always tried to be extremely supportive of people entering parenthood, but, based on feedback, we expanded our parental leave policy even further to provide longer paid time off for both birthing and non-birthing parents, ensuring they have ample time to bond with their new child without financial stress.

“This change reflects our commitment to creating a supportive, family-friendly work environment where employees feel valued, empowered and able to thrive both professionally and personally.

“At Motherly, we have always been committed to creating a workplace that truly supports working parents. Over the past five years, we found that one significant pain point for working parents is managing the summer months when school is out and childcare options become complicated. Our goal has been to close existing gaps in work-life balance, parental support and flexibility.

“One new policy we’ve implemented: Flexible Summers. To help working parents navigate these challenges, we implemented expanded team flexibility in the summers. This looks slightly different for each team, based on business needs. Some teams have adopted a half-day Friday approach, allowing them to rework standing meetings during the week to enable them to be more present for their families during the weekend. Other teams have embraced an “every other Friday” approach as the team rotates so that working parents can have more flexibility in managing their schedules.”

My ‘Why’

“At Motherly, our mission is deeply personal. Like so many working parents, I’ve experienced firsthand the challenges of balancing a fulfilling career with the realities of raising a family. I understand the mental load, the need for flexibility and the importance of having a supportive workplace that truly values caregivers.

“Throughout my career, I’ve seen what happens when workplaces fail to recognize the realities of modern families — especially for mothers. Too often, policies are outdated, and expectations don’t account for the evolving needs of working parents. That’s why I’ve been passionate about helping shape Motherly’s commitment to family-friendly policies that don’t just accommodate parents but actively empower them to thrive both at work and at home.

“At Motherly, we don’t just create content for modern mothers — we build a workplace that reflects the values we champion. Whether it’s through flexible work schedules, inclusive parental leave or mental health support, we ensure our team has the resources they need to balance their careers with their family responsibilities.

“For me, this isn’t just about business — it’s about reshaping workplace culture to support families in a way that is authentic, progressive and sustainable. When companies truly embrace family-friendly values, they don’t just create happier employees — they drive innovation, loyalty and long-term success. I’m proud to be part of a company that’s leading that change.”

How We Incorporate Inclusivity into Our Policies

“At Motherly, we recognize that family is not a one-size-fits-all concept. Families today take many forms: single parents, blended families, adoptive and foster parents, LGBTQ+ families, multigenerational households and caregivers supporting aging relatives. That’s why our family-friendly policies are designed to be inclusive, flexible and supportive of all caregivers, not just those in traditional family structures.

• Parental Leave for Every Parent: We provide paid leave for all new parents, including adoptive and foster parents, birthing and non-birthing parents, and LGBTQ+ parents, ensuring everyone has time to bond with their child.
• Flexible Work for Every Caregiver: We understand that caregiving extends beyond children. Our remote-friendly culture and flexible work schedules allow employees to care for aging parents, siblings or other dependents without sacrificing their careers.
• A Culture of Belonging: Our policies are shaped by and for our team, ensuring that every employee — regardless of their family dynamic — feels seen, valued and supported.

“At Motherly, we don’t just talk about inclusivity — we build it into everything we do. Supporting all families isn’t just a policy; it’s a reflection of our core values. Our goal is to create a workplace where everyone — regardless of how they define family — feels empowered to thrive.”

Joe Ucuzoglu, Global CEO at Deloitte

We have also included these extraordinary words from Joe Ucuzoglu that we shared in our last family-friendly feature article and some additional relevant thoughts because of how important they are in light of Deloitte’s continued commitment to its family focus.

“At Deloitte, we believe that the well-being of our people is paramount. By supporting our employees and their families, we create a more inclusive, productive and engaged workforce. This commitment not only drives our success but also strengthens the communities we serve.”

“On one end, there’s some skepticism as to whether this is virtue signaling. On the other end, there’s some lingering debate about whether this broader focus on stakeholders detracts from shareholder returns. If you cut through all the noise, what we’re seeing is actually a huge convergence of interests. This is core to sustaining a vibrant capitalist system. If you take a long-term view, the only way that you’re going to deliver sustainable shareholder returns is to take really good care of all of those constituents.”

“If we embrace the obligation to serve a broad cross-section of constituents, we do right by our employees, we do right by the communities where we live and work. By virtue of doing right by those constituents, profits will be an outcome, not the initial or primary objective. They’re a natural long-term outcome.”