I had the honor of interviewing my colleague, author Michelle O’Neil at the local indie bookstore about her new book, “Vanessa Goes Back To Work,” a contemporary novel which follows a 50-something nurse returning to her career after 15 years of caregiving.

Caregiving is now the primary reason women leave the workforce. A massive 42% of women who quit cite caregiving concerns, including the cost of childcare. Furthermore, 84% of mothers face difficulties returning to work due to poor employer support, limited flexibility, and costly daycare expenses. CNBC added to that, special needs where the caregiver takes on the role of case manager.

We discussed the impact to the workplace, the need for employers to be proactive to adapt as employees who are caregivers find themselves sandwiched between the needs of family members and the needs of the employer.

Two tips for employers to consider hiring or supporting employees who have caregiving responsibilities at home.

1. Look beyond the résumé gap.
Recognize that years spent caregiving can develop valuable skills—including problem-solving, advocacy, organization, communication, scheduling, and crisis management. Evaluate the candidate’s abilities and potential, not simply the time away from paid employment.

2. Build flexibility into the workplace.
Flexible scheduling, remote or hybrid options, predictable hours, and understanding around caregiving responsibilities can help employees remain productive while managing responsibilities at home. Supporting caregivers can strengthen retention as well as recruitment.