In the late 1990’s, our business reputation was such that many unlikely organizations hired us to speak on the message of diversity. Atypical to the usual banter of the time, our approach was all encompassing (race, gender, cultural, generational and socio-economic); we were repeatedly invited to "change the thinking" of many a static group.

Those days have passed and we now see challenges within the workplace that appear to have a history. One such trend disputes the thinking of the 1970’s that a career and family can be equally and successfully managed. Yes, the clock is ticking and the children of the baby boomer parents who felt left out and alone in their youth are re-evaluating the importance of family and parenting. The new baby boom has arrived.

While some companies have family friendly policies, the lion-share of the new promotions are not going to women who elect to have more than one child and stay at home for long periods. In some environments, woman having multiple children and dedicated to "family first" are perceived as "unreliable" workers by their male counterparts. How unfortunate!

Today, having a family costs employers bundles, thanks to the Family Leave Medical Act, where both mothers and fathers are permitted to take some unpaid time to spend with the little ones after they arrive. This creates economic stress on the business as well as the households. For some families, however, this minor compromise does little to appease ongoing concerns about risks of outside childcare or the development needs of young children.

If you are increasing your family, what can you do if you find yourself caught in this dilemma? Here are some tips for moms and dads who want to negotiate more positive work/family arrangements.

TIP ONE: Flextime
Ask the employer about flextime. Coming in early and leaving late is an expectation of the past. Negotiate workload based on meeting deadlines, not putting in hours.

TIP TWO: Telework
Work from home, part-time. Teleworking is an excellent approach and has proven to sometimes bring better results than spending the commute time and putting in extra hours. A day or two a week is typically acceptable. Sharing the responsibility with your spouse? Each takes two days to be at home. Your employers and your children may benefit.

TIP THREE: Change jobs
Plan in advance. If your employer is not open to any family flexibility, remember that this is a stellar job market; more jobs, less people. Find another employer who is more family friendly.

TIP FOUR: On-the-job childcare
While this is a rarity, some companies offer onsite childcare services. This allows one or both parents to keep a close watch on the young ones during breaks and lunches; for the employer, it also reduces paid-time-off and sick leave.

TIP FIVE: Job sharing
Splitting a job and sharing hours throughout the workweek is a wonderful way for employers to keep consistency within a position and to provide economic support to two families with children.

Finally, your decisions are yours alone. Keep in mind that your employer or its agents (your supervisors) have no right to judge what your family feels is best. If there are suggestions of peer or supervisory intimidation, unequal treatment, or disrespectful statements regarding your choices, confront these through the human resources department of your organization.