Seven in 10 U.S. employees are caregivers, according to a 2025 KPMG survey, and they are rating their employers differently than the rest of the workforce. Glassdoor’s demographic rating data, drawn from nearly 10,000 companies, lets employees who identify as caregivers or parents and guardians score their workplaces independent of the broader employee population. Only a handful of companies earn consistently high marks from both groups. The ones that do share a set of characteristics worth examining.
Top-Rated Companies For Caregivers
- Qualcomm: 4.5 caregiver rating (3.9 overall)
- US Air Force: 4.3 caregiver rating (4.1 overall)
- Google: 4.1 caregiver rating (4.4 overall)
- McKinsey & Company: 4.1 caregiver rating (4.1 overall)
- Cisco: 4.0 caregiver rating (4.1 overall)
- Bank of America: 4.0 caregiver rating (3.9 overall)
- Goldman Sachs: 4.0 caregiver rating (3.7 overall)
- US Army: 4.0 caregiver rating (3.9 overall)
- Walt Disney Company: 4.0 caregiver rating (3.8 overall)
Top-Rated Companies For Parents/Guardians
- US Air Force: 4.1 parent/guardian rating (4.1 overall)
- Salesforce: 4.1 parent/guardian rating (4.1 overall)
- Fidelity Investments: 4.1 parent/guardian rating (4.1 overall)
- Lockheed Martin: 4.1 parent/guardian rating (4.1 overall)
- McKinsey & Company: 4.1 parent/guardian rating (4.1 overall)
- Google: 4.0 parent/guardian rating (4.4 overall)
- Morgan Stanley: 4.0 parent/guardian rating (3.9 overall)
- Bank of America: 4.0 parent/guardian rating (3.9 overall)
- Marriott International: 4.0 parent/guardian rating (3.9 overall)
- SAP: 4.0 parent/guardian rating (4.2 overall)
A few names appear on both lists: Google, the US Air Force, McKinsey and Bank of America earn high marks from caregivers and parents alike. Why?
They Offer Structural Stability
The defense and aerospace employers on this list, including Lockheed Martin, the US Air Force and the US Army, are known for predictable pay, structured benefits and job security. For a parent managing childcare costs and school schedules, predictability is a benefit. Life runs on a schedule that does not care about employer’s priorities. When someone knows exactly what their health plan covers and when their parental leave kicks in, they can plan logistics. When those things are vague or dependent upon market performance, every family decision carries hidden risk.
Their Caregiver Ratings Match Or Exceed Their Overall Scores
A company that earns a 4.1 overall and a 4.1 from caregivers means the experience of being a caregiver at that company tracks with the experience of being any employee there. That alignment is harder to achieve than it looks. McKinsey, which operates in one of the most demanding professional environments in the world, holds that balance. So does Cisco.
The Sectors Missing From This List Are As Telling As The Ones On It
Major retail employers, most healthcare systems and much of the consumer sector are absent. These industries employ a disproportionate share of working parents and caregivers, often in roles with irregular hours, limited flexibility and benefits that do not scale with family needs.
The pattern is reinforced by research. The Best Place for Working Parents National Trends Report, published in fall 2025 and based on data from nearly 4,000 businesses, found a 39-plus percentage point gap between employers that have earned a family-friendly designation and those that have not, across nearly all of the top 10 research-backed policies including paid leave, flexible scheduling and backup childcare. “Family-friendly policies are not just perks but essential investments in workforce stability and business performance,” said Sadie Funk, national director of the Best Place for Working Parents, in the report. Even amid market challenges, designated companies are largely retaining those benefits.
The companies getting this right are not doing just one thing. They are building in structural stability, treating caregiver benefits as a design problem, and creating conditions where a parent’s experience of the company is not dramatically worse than anyone else’s. That last measure, the alignment between overall ratings and caregiver-specific ratings, may be the simplest diagnostic any employer can run on itself right now.
