Earlier this year, U.S. Women in Nuclear (U.S. WIN) issued a survey to our membership to gauge the needs of Caregivers in our industry. A caregiver was defined as – anyone who provides regular support or assistance to another person, including children, aging parents, partners or other family members. This may also include caring for individuals with disabilities, medical needs or daily-living support requirements. The results of the survey will help inform our organization with respect to two of our strategic objectives. U.S. WIN is committed to supporting Caregivers in our industry and will use these results for future initiatives.
UNDERSTANDING THE NEEDS OF CAREGIVERS IN THE NUCLEAR INDUSTRY
Caregiving touches nearly every stage of life. Whether supporting children, aging parents, family members with disabilities, or loved ones facing medical challenges, many professionals balance significant caregiving responsibilities alongside demanding careers.
To better understand these experiences within our industry, U.S. WIN launched a Caregiver Support Needs Survey. Our goal was simple: listen to caregivers, identify common challenges, and gather data that can help inform future conversations around workplace support, retention, and career development.
The survey received nearly 400 responses from professionals across the industry, providing valuable insight into the realities many caregivers face every day. Among those respondents:
- 75% identified as caregivers for children or dependents.
- 47% reported caring for aging family members.
- 20% indicated caregiving responsibilities related to disabilities or medical needs.
- More than 90% of respondents identified as female.
- Respondents represented a wide range of career levels, from individual contributors to senior leaders and executives.
These results reinforce that caregiving is not a niche issue, it is a workforce issue affecting employees across many organizations and career stages.
“Flexibility isn’t a perk for me—it’s what allows me to remain in the workforce while caring for my family.”
-Anonymous Survey Comment
One of the clearest findings was the importance of workplace flexibility.
When asked which resources would most improve their ability to balance work and caregiving responsibilities, respondents ranked the following highest:
- Flexible work hours
- Remote or hybrid work options
- Part-time work opportunities
Open-ended responses repeatedly emphasized that flexibility is often the difference between remaining in a role and seeking opportunities elsewhere. Many respondents noted that while policies may exist on paper, workplace culture and leadership support are equally important. Employees shared concerns about stigma, judgment, or negative perceptions when utilizing caregiving benefits, leave programs, or flexible work arrangements.
“Having a supportive manager has made all the difference in balancing work responsibilities and caregiving needs.”
-Anonymous Survey Comment
The survey revealed a significant connection between caregiving responsibilities and career choices.
- Nearly 68% of respondents said caregiving responsibilities were either extremely or very influential in their decision to stay in or leave a current role.
- More than 60% reported turning down career opportunities—including promotions, leadership positions, travel assignments, or other advancement opportunities—because of caregiving responsibilities.
Several respondents shared stories of stepping away from leadership tracks, declining promotions, or seeking remote positions to better support their families. Others noted concerns that taking leave or requesting flexibility could negatively affect future career advancement. These findings highlight the difficult trade-offs many caregivers face when balancing professional growth with family responsibilities.
“I declined a promotion because the additional travel requirements would have made it impossible to care for my aging parent.”
-Anonymous Survey Comment
Respondents placed a high value on employers having clear caregiving support policies, including:
- Flexible work arrangements
- Leave policies
- Childcare resources
- Elder care support
- Caregiver benefits
The average importance rating for these policies exceeded 4.5 on a 5-point scale, demonstrating strong agreement that caregiver support is an important factor when evaluating employers. Additionally, respondents identified caregiver leave, on-site or subsidized dependent care, emergency backup care, and access to community resources as areas where additional support could make a meaningful difference.
“The policies exist, but employees need to feel comfortable using them without fear of negative career impacts.”
-Anonymous Survey Comment
When asked what workplaces are doing successfully today, several themes emerged:
- Flexible scheduling
- Hybrid and remote work options
- Supportive supervisors
- Employee resource groups
- Work-life balance initiatives
Many respondents emphasized that supportive leadership often has as much impact as formal policies. Employees who felt understood and supported by their managers reported a more positive caregiving experience overall.
Survey participants also shared ideas for how U.S. WIN can help advocate for caregivers across the industry. Common recommendations included:
- Sharing industry benchmarking data and best practices
- Highlighting success stories from caregivers and supportive organizations
- Providing educational resources and support networks
- Encouraging leadership engagement and accountability
- Advocating for caregiver-friendly workplace policies
Respondents expressed a desire for continued dialogue and action, recognizing that caregiver support plays an important role in workforce retention, employee well-being, and leadership development.
“Caregiving is a reality for many of us. Having support from employers and professional organizations makes us feel seen and valued.”
-Anonymous Survey Comment
The results of this survey make one thing clear: caregivers are a vital part of our workforce, and their experiences deserve attention. As the nuclear industry continues to attract, retain, and develop talent, understanding the realities faced by caregivers will be essential. Flexible policies, supportive cultures, and strong leadership can help employees thrive both professionally and personally.
U.S. WIN appreciates everyone who participated in the survey and shared their experiences. Your feedback provides valuable insight that will help guide future discussions and advocacy efforts as we work together to support caregivers across our industry.