Sara Mauskopf, Co-Founder and CEO of Winnie, a child care and education marketplace.
The landscape of K-12 education in the U.S. is undergoing a significant transformation. With a federal mandate supporting school choice programs and a number of states expected to expand school choice efforts this year, more families could soon see changes in the educational options available to them, including private schools, public charter schools and homeschooling with government funding support. While much of the discussion has centered on how these policies will affect parents, educators and our public school system, there’s an overlooked but key stakeholder in this shift: the business community.
As I see it, expanding school choice won’t just reshape education; it could influence workforce mobility, talent retention and even corporate location strategies. Businesses that recognize and adapt to these changes will be better positioned to attract and retain top talent in an increasingly flexible labor market.
Why Business Leaders Should Pay Attention Now
A survey of 2,873 parents of school-aged children by the National School Choice Awareness Foundation found that 60% of respondents considered changing their kids’ schools last year. It is no longer the case that parents consider their local public school their only option. Parents are now navigating an increasingly complex education landscape.
Like paid parental leave and backup child care, education flexibility could be the next frontier in family-friendly workforce perks. Companies that proactively support employees in navigating the evolving education landscape can set themselves apart in a competitive talent market. Forward-thinking employers could consider offering education advisors or even stipends to help parents explore the best schooling options for their children. Another option could be offering school search resources, an approach my company is taking. I believe that by recognizing how school choice policies are evolving, businesses could enhance employee satisfaction, improve retention and position themselves as leaders in a more family-conscious labor market.
The Link Between Schools And Talent Retention
One of the biggest shifts I believe school choice brings is the potential for greater geographic flexibility. Historically, families have made housing and employment decisions based on access to high-quality public schools. A family looking for strong public schools might be limited to certain districts, leading to commutes that impact work-life balance or even decisions to decline job opportunities that don’t align with their preferred school zones.
School choice may weaken these constraints for some. Parents who use school choice options may have more flexibility in selecting a school without being as limited to a specific neighborhood or district. This could allow some employees to live closer to work or in areas with a lower cost of living while still accessing schools that meet their children’s needs.
For employers, this shift has direct implications for talent attraction and retention. Companies that operate in states with robust school choice policies may have an advantage in recruiting top talent who previously might have been deterred by school district limitations. Additionally, businesses that offer remote or hybrid work options could benefit as families take advantage of school choice to move to locations that better suit their needs.
Traditionally, companies have selected office locations based on talent hubs, cost of living and great public education. Now, I believe companies may choose to establish headquarters in states with school choice policies if families start desiring more flexibility in where to send their children to school.
Final Thoughts
With school choice expected to expand this year, companies that stay ahead of this trend will be better equipped to attract and retain employees who prioritize educational options for their families. As states continue to roll out school choice initiatives, business leaders should assess how these policies might impact their hiring strategies, employee satisfaction and corporate location decisions. By proactively adapting to this shift, businesses can position themselves as forward-thinking employers in an evolving talent landscape.
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