University of Phoenix White Paper Translates "Sandwich Generation" Research into Employer Strategies to Improve Retention and Workforce Stability
MWN-AI** Summary
The University of Phoenix recently published a white paper titled "How Organizations Can Help Sandwich Moms Achieve Work-Life Balance," led by Dr. TaMika Fuller and Dr. Victoria Lender. This paper sheds light on the challenges faced by the "sandwich generation," primarily mothers juggling childcare responsibilities while caring for aging parents. The insights stem from the University’s 2025 Career Optimism Special Report, which reveals that about 23% of U.S. adults are in this demographic, facing burnout and career stagnation due to insufficient workplace support.
The paper emphasizes that the struggles of sandwich moms have significant ramifications for organizations, affecting retention, productivity, and institutional trust. Key findings indicate that competing caregiving demands lead to increased absenteeism and diminished opportunities for advancement. Consequently, companies that neglect to provide adequate support may experience lower employee engagement and heightened burnout.
To address these challenges, the authors propose evidence-based strategies for employers, including expanding flexible work arrangements, enhancing paid leave policies, and improving caregiver-specific benefits. They advocate for training managers to lead with empathy and create career pathways that promote nonlinear growth, recognizing the unique circumstances of working caregivers.
According to the research, there are 63 million Americans serving as caregivers, with many juggling both work and family responsibilities. The authors argue that organizations invested in supportive policies will not only alleviate employee struggles but also enhance overall workforce stability and performance.
The white paper serves as a critical resource for employers aiming to adapt workplace practices to align with the needs of the sandwich generation, unlocking greater employee engagement and fostering long-term organizational success. The full document is available through the University of Phoenix Research Hub.
MWN-AI** Analysis
The University of Phoenix's recent white paper highlights critical strategies for organizations to effectively support the "sandwich generation," those caregivers managing responsibilities for both children and aging parents. This demographic, which comprises nearly 23% of U.S. adults, demands attention due to its significant influence on workforce stability, retention, and overall organizational performance.
Employers should recognize the tangible impacts of caregiving on productivity and burnout, as evidenced by the report. The dual demands faced by sandwich generation employees result in increased absenteeism, career stagnation, and lower employee engagement when appropriate support is lacking. Therefore, companies should invest in flexible work arrangements, such as remote and hybrid options, which not only accommodate personal needs but also enhance job satisfaction and loyalty.
Moreover, augmenting paid leave policies and introducing caregiver-specific benefits can alleviate financial strain on employees, thereby fostering a more committed workforce. Training managers to adopt empathetic leadership styles will further nurture a culture of support and accessibility, boosting retention and trust within the organization.
From a market perspective, companies that embrace these strategies can expect a more resilient workforce capable of navigating the complexities present in today's labor market. By aligning workplace practices with the realities faced by the sandwich generation, organizations not only promote individual employee well-being but can strategically enhance overall business operations.
Investing in these changes is not merely an ethical responsibility; it is a business imperative. Organizations that proactively address the needs of the sandwich generation can position themselves as attractive employers, reducing turnover costs and cultivating a workforce that is not only engaged and productive but also innovative and loyal. In conclusion, adapting to the evolving needs of caregivers can serve as a catalyst for sustainable organizational growth and outperform competitors in the long term.
**MWN-AI Summary and Analysis is based on asking OpenAI to summarize and analyze this news release.
PR Newswire
New analysis by Dr. TaMika Fuller and Dr. Victoria Lender highlights how supporting working caregivers can reduce burnout, strengthen engagement and drive organizational performance
PHOENIX, March 28, 2026 /PRNewswire/ -- University of Phoenix College of Doctoral Studies has released a new white paper, "How Organizations Can Help Sandwich Moms Achieve Work-Life Balance," authored by TaMika Fuller, DBA, and Victoria Lender, DBA, both affiliated with the University's Center for Educational and Instructional Technology Research (CEITR). The paper offering actionable strategies for employers to better support employees of the "sandwich generation," balancing care for both children and aging parents.
Building on insights from the University of Phoenix 2025 Career Optimism Special Report™ Series: Moms in the Sandwich Generation, the white paper moves beyond identifying the challenges facing "sandwich moms" to examine how those pressures translate into measurable workplace outcomes—and what organizations can do in response. Prior research found that approximately 23% of U.S. adults are part of the sandwich generation; this new analysis shows how insufficient workplace support contributes to burnout, career stagnation and reduced productivity.
From insight to action: What employers need to change
This white paper identifies sandwich moms as a growing and often underserved workforce segment whose experiences directly affect organizational outcomes, including retention, engagement and institutional trust.
Key workplace impacts highlighted in the paper include:
- Increased burnout and absenteeism tied to competing caregiving and work demands
- Career stagnation and reduced advancement opportunities due to inflexible workplace structures
- Financial strain associated with caregiving responsibilities
- Lower engagement and trust when employer support systems fall short
Evidence-based strategies to support working caregivers
The white paper outlines practical, research-informed strategies organizations can implement to better support sandwich generation employees, including:
- Expanding flexible work arrangements, including remote and hybrid options
- Enhancing paid leave and caregiver-specific benefits that account for both childcare and eldercare
- Training managers to lead with empathy and performance-based evaluation, rather than availability
- Redesigning career pathways to support nonlinear progression and long-term growth
"The challenges facing sandwich moms are not just personal—they are organizational," said Fuller. "When employers design policies that reflect real-life caregiving demands, they move beyond just supporting employees—they strengthen retention, performance and long-term workforce stability."
"Employers have an opportunity to rethink how work gets done," added Lender. "The sandwich generation is a critical segment of the modern workforce, and by aligning workplace practices with their workforce realities, organizations can unlock greater engagement and create more sustainable career pathways for working caregivers."
A growing workforce segment with business impact
Sandwich generation caregivers represent a significant and economically consequential segment of the workforce. According to the 2025 AARP and National Alliance for Caregiving report, 63 million Americans—nearly 1 in 4 adults—provide ongoing care, and 7 in 10 family caregivers are employed while balancing these responsibilities.
The white paper builds on this national context to show that without targeted employer support, dual caregiving demands can disrupt work, increase burnout and limit career mobility. Conversely, organizations that invest in flexible policies and caregiver support systems are better positioned to strengthen retention, engagement and overall workforce resilience.
The full white paper is available through the University of Phoenix Research Hub.
About the authors
Fuller is a University of Phoenix research fellow in the Center for Educational and Instructional Technology Research. She serves as Department Chair of Culinary, Dietetics and Hospitality Management at Tarrant County College and teaches economics and business courses. Fuller earned a Doctor of Business Administration from University of Phoenix and holds graduate degrees in managerial economics and educational leadership.
Lender works in supply chain and logistics and teaches supply chain management, leadership, operations strategy and business courses at several universities. She earned a Doctor of Business Administration from University of Phoenix.
About?University of Phoenix
University of Phoenix innovates to help working adults enhance their careers and develop skills in a rapidly changing world. Flexible schedules, relevant courses, interactive learning, skills-mapped curriculum for our bachelor's and master's degree programs and a Career Services for Life® commitment help students more effectively pursue career and personal aspirations while balancing their busy lives. For more information, visit phoenix.edu.
About the College of Doctoral Studies
University of Phoenix's College of Doctoral Studies focuses on today's challenging business and organizational needs, from addressing critical social issues to developing solutions to accelerate community building and industry growth. The College's research program is built around the Scholar, Practitioner, Leader Model which puts students in the center of the Doctoral Education Ecosystem® with experts, resources and tools to help prepare them to be a leader in their organization, industry and community. Through this program, students and researchers work with organizations to conduct research that can be applied in the workplace in real time.
SOURCE University of Phoenix
FAQ**
How can the findings from the University of Phoenix white paper on the "sandwich generation" contribute to Douglas Emmett Inc. DEI initiatives aimed at improving workforce retention and engagement?
What specific evidence-based strategies from the white paper could Douglas Emmett Inc. DEI implement to better support their sandwich generation employees?
In what ways does the white paper address the financial strains faced by sandwich generation caregivers, and how could Douglas Emmett Inc. DEI reconfigure its benefits to align with these challenges?
How does the concept of empathetic leadership highlighted in the white paper relate to Douglas Emmett Inc. DEI's current management practices and what can be done to enhance it further?
**MWN-AI FAQ is based on asking OpenAI questions about Douglas Emmett Inc. (NYSE: DEI).
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