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Webinar Recap BY Emily McCrary-Ruiz-Esparza | September 03, 2025

The Untapped Power of Caregiving Benefits: Unlocking Productivity and Retention

As the cost of childcare and eldercare increases and U.S. workforce shrinks, “it’s going to be ever more important that those who have caregiving responsibilities, who need to or wish to stay in the workforce, have the support they need,” said Phyllis Stewart Pires, the AVP of employee support programs at Stanford University.Childcare and eldercare are increasingly out of reach for many households: Not only is care often cost-prohibitive, it’s not always available. There are often long waitlists for care centers and some rural areas may have no options at all. Companies are increasingly aware that the need for childcare support was not just a circumstance of the pandemic, but a workforce issue with consequences for employee productivity, retention, and equity.Caregiving spans from the highchair to the rocking chair, says Dave Jacobs, co-CEO of caregiver support platform Homethrive. “It doesn’t discriminate based on education or socio-economic means. Even if you have the will and knowledge to be able to find the support you need, it’s becoming more expensive, and most of it is private pay,” he said during a From Day One webinar on caregiving benefits. Without support, the stress of taking care of family members encroaches on employee well-being and productivity. The result is distracted employees, or worse: preventable attrition.Caregiver dropout affects the whole talent pipeline. “As people are offered opportunities to move from, say, individual contributor to manager, manager to director, director to VP, sometimes they will decline those opportunities if they have a really stable caregiving situation and don’t want to disrupt that,” Jacobs said. Some are forced out of the workforce entirely. “It’s not only about losing opportunities, it’s also about losing the dream job or sometimes just losing everything.” Caregiving is not only a matter of health and wellness, it’s a matter of equitable opportunities for everyone,” said Arturo Arteaga, senior director of total rewards at VCA Animal Hospitals. Panelists spoke about "The Untapped Power of Caregiving Benefits: Unlocking Productivity and Retention" during the webinar (photo by From Day One)Forward-thinking employers are experimenting with a range of support. At Stanford, on-site childcare centers provide access to care and create jobs in the community, many of which were wiped out by the pandemic. Pires sees the potential for public-private partnerships to fill gaps in care. At VCA, where 80% of employees work on-site, Arteaga has introduced backup care.Some employers are building networks of vetted providers in communities where employees live, said Jacobs, offering subsidies for regular care, keeping backup care options available, and making schedules flexible when possible. At international law firm Sheppard Mullin, senior HR director Thomas Adrian is focused on gender equity, as the burden on caregiving falls primarily on women. “Because of the partnership model, we really want to maintain that gender equality between male and female,” he said, so employees are afforded as much paid time off as needed. The firm also defines caregiving broadly. “We won’t define the word family. If you live with your brother and he needs help, or his child needs help, we’re going to extend it to them. If you are concerned about someone you define as family, it’s going to come back and affect your work.”Flexibility is paramount, says Erin Fitzsimmons, the global head of talent attraction at TE Connectivity. One of her U.S.-based colleagues works with teams in China, and after putting her kids to bed, takes calls with her overseas colleagues. Fitzsimmons herself relied on the flexibility last year when she returned from parental leave. Unable to travel, she took overseas calls remotely while her team made the trip. “Being a global company, not everyone is on your typical 9-to-5. It all comes back to culture,” she said. Communication is paramount. Adrian at Sheppard Mullin makes sure caregiving benefits are automatically highlighted in any conversation about leave. Fitzsimmons created comprehensive benefits packets detailing when and how leave is available, and Arteaga stresses consistency: “Not once a year or twice a year. Constant,” he said. Some benefits don’t matter much until you need them–often right away. When that happens, employees need information close at hand. Employers investing in caregiving, from last-minute backup help to community infrastructure are not only helping their own employees, they’re protecting the future of the business.Editor’s note: From Day One thanks our partner, Homethrive, for sponsoring this webinar. Emily McCrary-Ruiz-Esparza is an independent journalist and From Day One contributing editor who writes about business and the world of work. Her work has appeared in the Economist, the BBC, The Washington Post, Inc., and Business Insider, among others. She is the recipient of a Virginia Press Association award for business and financial journalism. She is the host of How to Be Anything, the podcast about people with unusual jobs.(Photo by AleksandarNakic/iStock)

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Virtual Conference Recap BY Ade Akin | August 22, 2025

How GE HealthCare Built a Multigenerational Learning Strategy From the Ground Up

When a corporate giant spins off a division, the new entity doesn’t just inherit legacy systems; it inherits a multigenerational workforce with vastly different learning needs. Gisele Fox, the chief learning officer at the newly independent GE HealthCare, welcomed the challenge. It was an opportunity to build a modern, agile learning culture from scratch.“When you move out of your parents' house, you have to all of a sudden pay for your own phone and your own mortgage,” Fox said, describing the 2023 spin-off from General Electric. “That is how the organization had to see this whole change,” she said during a fireside chat at From Day One’s August virtual conference. Interviewed by Kim Quillen, business editor at the Chicago Tribune, Fox explored how to design training programs that resonate with everyone from Baby Boomers to Gen Z, across 183 countries.The move pushed her team to rebuild GE HealthCare’s learning infrastructure, shifting from outdated methods to a hybrid approach tailored to a five-generation, global workforce.Building a Learning Culture for Every GenerationThe old learning playbook GE HealthCare inherited from GE was to funnel employees into multi-day, in-person classroom sessions. The pandemic shattered that model, forcing a rapid shift to 100% virtual training. However, Fox’s team quickly realized that a purely virtual approach was also insufficient. The solution they found was not choosing one over the other, but instead embracing a flexible hybrid model, “We didn’t find that one way or another is the best way,” she said. The key was recognizing that people learn differently. Some are hands-on, some need time to process information, and others are note-takers. An effective program must cater to the individual, not just their generation.Gisele Fox of GE HealthCare spoke with Kim Quillen of the Chicago Tribune during the session about "The Multigenerational Approach to Learning in Today’s Workplace" (photo by From Day One)To meet these varied needs, Fox’s team designed a multi-stage learning journey. It starts with pre-training online modules that allow self-starters to absorb foundational knowledge on their own time. A live virtual or in-person session for deeper dives follows this. Afterward, learners can access frequently asked questions and talk to experts. GE HealthCare’s new learning model was developed with the understanding that bombarding new hires with information they won’t use for months isn’t optimal for learning. “If you provide too much training too early in the process, it can be overwhelming,” Fox said. Instead, GE HealthCare focuses on “just-in-time” learning, providing a resource library that employees can access the moment they need to apply a new skill.This concept of “just-in-time” means different things to different people. A seasoned veteran might need a quick refresher on a new product feature, while a new graduate might also need training on how to interact with clients or negotiate deals.Innovating With Micro-Learning and Listening to the BusinessStaying relevant means constantly experimenting with new formats. Fox says that the classic 100-page employee guide is obsolete for much of today’s workforce. “The generation that we see coming into the workforce will not survive by giving [them] a 100-page booklet,” she said. Instead, her team creates micro-learning videos: quick, TikTok-style presentations that grab attention and allow users to dive deeper if they’re interested.Fox’s team uses a multi-pronged approach to identify skill gaps, which includes an annual employee survey, close partnerships with business leaders, and direct feedback from frontline staff. “My team very often will call and send texts directly to the sales team, marketing teams, and just ask them, ‘What can I do for you? What can I make or share that will make your job easier?’”Ultimately, the success of any L&D program is inextricably linked to company culture. At GE HealthCare, the culture encourages non-linear career growth. Employees are supported if they want to pivot to a new role, and managers actively partner with L&D to provide the necessary training, says Fox. This creates a powerful sense of relevance and value. “People want to be relevant,” Fox said. “If you provide the opportunities for them to increase their knowledge and their skills, it will provide satisfaction to the workforce.” Fox offered some advice for learning professionals looking to implement a more generationally aware strategy: listen before you act.She recalls her experience training diverse audiences, from engineers to salespeople. Engineers require methodical, detailed presentations, while salespeople need information delivered in 30-second, visual bursts. “We are very quick as humans to apply our previous experience and utilize that going forward,” she added. “My takeaway would be, take a moment to listen to your audience. Learn what the business needs before you quickly come up with a solution.” By doing so, L&D leaders can build the agile, responsive programs that a multigenerational workforce needs by prioritizing listening over preconceived solutions.  Ade Akin covers workplace wellness, HR trends, and digital health solutions.(Photo by SDI Productions/iStock)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University