Creating a Family-Friendly Workplace

Taryn DeLong interviews Senior Human Resources Manager Cassie Schmidt to learn how Ascension Press is supporting working parents and millennial employees.

I believe that Catholic organizations should lead the way in creating pro-life workplace cultures. This type of culture, of course, starts with avoiding the all-too-popular practice of paying for employee abortions or egg freezing. But it must go further. It must support employees who are parents — both fathers and mothers — and employees who are caring for other family members as well.

Unfortunately, it can be challenging to do so, and not all Catholic organizations have risen to this challenge. However, Ascension Press (the publishing company home to Father Mike Schmitz’s popular Bible in a Year podcast) is a shining example of how to be a pro-life employer. And it’s being recognized as a great place to work not only by Catholics but by secular media as well. For the last four years, Ascension has earned “Great Place to Work” certification. Last year, it was also named to Fortune’s Best Workplaces for Women™, Best Small Workplaces™, and Best Workplaces for Millennials™ lists.

I interviewed Cassie Schmidt, Ascension’s senior human resources manager, via email to learn more about these honors and how Ascension supports moms in particular.

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The First Catholic Company on the Best Small Workplaces List

Ascension is the first Catholic company to make it on Fortune’s Best Small Workplaces list, and Cassie said it shows their dedication to living out their values. Ascension is “[committed] to building a workplace where employees feel appreciated, supported, and encouraged to succeed”— and have proven that it’s possible to do so while “achiev[ing] great business results.”

Small businesses can face many obstacles to creating a workplace culture that can compete with larger employers. Cassie said Ascension “tackle[s] these challenges by keeping communication open through regular check-ins and transparency and building a culture of respect and support.” It’s easy to see how these methods align with Ascension’s Catholic values. After all, treating each person with the dignity they are due as children of God should create an empowering, supportive workplace.

Supporting Female Employees

Ascension doesn’t recruit based on gender, Cassie said, but its “flexibility, focus on work-life balance, and family-friendly, values-driven culture naturally attract and retain female employees.” Women are more likely to spend a significant amount of time caring for children and other loved ones. Flexibility and other caregiver-friendly policies are, therefore, key to attracting and supporting female employees. Cassie commented,

At the core of our People & Culture team is the commitment to care for the whole person, which extends to nurturing strong family bonds. Supporting our employees in their roles as parents, caregivers, and family members aligns with our dedication to care for everyone at Ascension … Through benefits like parental leave, healthcare, and flexible work options, we create a sense of belonging and shared purpose, so they can thrive both at work and at home.

Cassie noted that flexibility and work/life balance are also important to millennial employees, and Ascension is “dedicated to creating an environment that supports both career growth and personal well-being.” This alignment between workplace culture and millennial values was key to making it onto the Best Workplaces for Millennials list.

Cassie added that Ascension prioritizes seeking employees’ feedback and adjusting policies accordingly. In this way, it can make sure it’s meeting all of its employees’ needs, including the needs of women and millennials.

Advice for Catholic Moms

I asked Cassie for her advice for Catholic moms who are looking for a job at a family-friendly company — as well as for moms who work somewhere that isn’t family-friendly but aren’t in a position where they can leave.

“The first step is to clearly define your priorities,” Cassie said, “whether it’s flexibility, benefits, company values, growth opportunities, or a supportive culture. Having this clarity will help you identify the right employer and prepare you to ask the right questions during your job search. Next, research potential companies by looking for those that seek third-party validation of their culture and management practices.” (Third-party validation includes Great Place to Work certification and lists like the ones published by Fortune.) During the interview process, Cassie said, ask questions about these practices—and then “take time to reflect and pray on your decision.”

For Catholic moms who don’t feel supported at their current workplace, “advocating for flexibility, building support networks, setting boundaries, and focusing on gratitude can help balance work and family life.”

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Advice for Catholic HR Leaders

Finally, I asked Cassie for advice for Catholic HR leaders. She said “listening to employees’ needs, promoting flexibility, enhancing benefits like parental leave, and creating a supportive culture that celebrates family milestones” can make a more family-friendly workplace. Best practices such as “transparent communication, empathy in leadership, and faith-and family-aligned initiatives — such as adoption assistance or caregiver support — can ensure employees feel valued and empowered to thrive both professionally and personally. These efforts align with Catholic values and strengthen the workplace for all.”

For HR and business leaders interested in adopting some of these practices, Ascension has shared its medical and caregiving leave policies to use as a template.

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