A big win for single parents

WHAT’S ON DECK

• Tell Me More: Spain Grants Single Parents the Same Amount of Paid Leave as Couples

• Troublemaker Spotlight: Grace Na, Founder of PISTOLA Denim

• Dear FQ: How to Stand Out in a Sea of Top Performers

• Poll the Pack: The Importance of Purpose

TELL ME MORE

Single parents—who are disproportionately women—score a big parental leave victory

This year, a single mother in Spain scored a major victory for single parents everywhere. Silvia Pardo Moreno, won a landmark case that changed paid parental leave policy in Spain, entitling single parents to the same total leave as a two-parent household. 

Previously, single parents received 16 weeks of paid leave, while two-parent families were entitled to 32 weeks of coverage (16 weeks per parent). This meant children in two-parent households received parental care for twice as long as children with solo parents. Spain's new ruling grants single parents the fully paid 32 weeks—joining a small but growing number of countries to formally recognize that a child's needs remain the same whether they have one parent or two. 

The policy reflects the changing picture of parenthood, not just in Spain, but across the world. 

• The European Union has a minimum of 14 weeks of fully-paid maternity leave.

• Several European countries offer more, like Sweden with 69 weeks of paid parental leave and Germany offering 30 weeks of paid maternity leave. 

• Singapore recently increased its paid paternity leave, mandating that fathers take at least 4 weeks of paid leave to connect with their newborns. 

In the U.S., on the other hand, there is no law guaranteeing paid parental leave for mothers or fathers. 

Single-parent families are burdened with a concept called “time poverty”, where they have to balance the responsibilities of work, childcare, and household responsibilities alone. Guaranteed paid leave is just one way to give single parents back a small fraction of that time—and it’s a win for both companies and parents. 

“We’re in a time where workplace policies need to keep up with the realities of workers and their families,” says Karen White, former director of public policy, analysis, and community engagement at the Center for Women and Work at Rutgers University.

Companies with flexible leave policies report higher productivity, lower turnover, and boosted company morale. Beyond paid leave, resources for mental health support and flexible work arrangements (like work-from-home days) can attract and keep top talent. 

Bottom line: Spain's groundbreaking policy is a step forward for a more equitable world for everyone, especially children. Single parents, who are quietly "doing it all," must receive the same support and opportunities as their two-parent counterparts. This isn't just about weeks and days; it's about ensuring every child, regardless of their family structure, gets the start in life they deserve.

PRESENTED BY:

See what’s Out There and how your brand can be part of it by reaching out here.

TROUBLEMAKER SPOTLIGHT

Grace Na, Founder of PISTOLA Denim

You probably know Greta Gerwig’s pink denim jumpsuit from the set of the Barbie movie. But do you know the former buyer-turned-powerhouse-denim-entrepreneur behind the brand?

Grace Na left a career in fashion buying for brands like BCBG to disrupt the premium denim industry, disregarding the advice of her former corporate executives. You might call her a pistol, which is exactly what her premium, yet affordably priced, denim brand is named after: Pistola (the Spanish word for pistol).

Today, LA-based PISTOLA can be found in nearly 1,000 stores worldwide, including major retailers like Nordstrom and Saks.

FQ: What’s the worst career advice you’ve gotten?

GN: "Just go with the flow." In the very beginning stages of my career, corporate executives would tell me this when I asked too many questions or wanted to try something different.

I always loved thinking outside the box, even when I was at BCBG as a buyer. It was innate for me to become friends with accounts payable, show them how the business was performing, how vendor performances were doing, and tell them which vendors needed to be paid so I could get my next shipment. 

Other buyers weren't doing this, but I felt it was necessary to run my business successfully. 

What’s the best piece of non-obvious career advice you’ve gotten?

The importance of good leadership. At an early age, when you’re thinking about your career, you focus on business plans and product market fit, not on being a good leader. As you move into leadership or executive positions, leadership becomes crucial to becoming a successful executive or business owner. 

Building leadership skills, communication skills, managing others, motivating others, building company culture and values, and hiring well were areas I didn't initially see the importance of. As I progressed, those quiet pieces of advice began clicking more as I grew the business.

What was a “heartbeat moment” for you in your career?

The first major order we ever received for Bloomingdale's—I remember this moment vividly. 

It took a long time to get into all the doors we wanted because people gave us feedback that they didn't know where we fit. We had to fight and prove ourselves through quality and assortment.

When we finally got into Bloomingdale's and the product was working, it was a big validation moment. I checked the store every day! My husband and I talk about this order all the time—it was one of our first breakthrough moments. 

Who is one person you’d love to give flowers to from your career that influenced your journey?

Lisa McDaniel was my first boss in planning, and I have so much gratitude for her—especially now. Looking at where I am today, I truly appreciate her patience with me, her fastidiousness in compiling amazing reports, and her incredible teamwork in right-sizing the business during challenging times.

Where have you caused trouble?

About 5-6 years ago, I saw an opportunity to add ready-to-wear pieces to PISTOLA to round out the collection and create a brand identity. This was met with resistance because we needed to hire a new team who knew ready-to-wear, source new factories, and invest significant work for a small portion of the business with uncertain success.

It took time to become successful, but having that ready-to-wear to tell the story of who this woman is, how she dresses, and what her wardrobe looks like has really paid off over the past 4-5 years. Many people weren't on board because denim companies that start ready-to-wear have a reputation for it being hard or not worthwhile.

In hindsight, it was 100% worth it. 

DEAR FQ

Your burning career questions answered

Hunter Lewis of The Female Quotient weighs in:

First and foremost, ask thoughtful questions! The people who stand out are the ones who are curious.

It’s easy to fall into the trap of simply checking boxes without making waves, especially early on in your career. But staying in that comfort zone can actually hold you back. Here are a few things you can do to stand out:

• Bring solutions, not just problems. Respectfully challenge ideas and ways of working, proactively offering up solutions. 

• Speak up when you have a suggestion that you believe could benefit the team or company. Leaders notice people who think ahead and offer ideas.

• Anticipate needs, stay organized, and follow through. Reliability builds trust fast.

• Say yes to new opportunities—even the unglamorous ones. It shows initiative and teamwork. 

Go out of your way to connect with people outside of your immediate team. Ask what they have going on, both professionally and personally. Those conversations help you get pulled into more cross-functional opportunities, which is often where real growth happens.

Be bold, be curious, and build relationships—it’s the best way to get noticed and make a lasting impact.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

When Work Has Meaning, Everyone Wins: How to Create a Culture of Impact and Purpose

Meaningful work matters. And the future forecast is clear: Almost 75% of Gen Z workers care more about purpose than pay. 

The good news is that purpose and impact exist everywhere, but it’s up to employees to seek it out and employers to define and clarify. How?

• Clearly define the goals of your organization, making sure every employee understands the north star and how their role contributes to it.

• Celebrate the wins and contributions of individual employees, highlighting how they’ve helped the company get closer to its goals. 

• Create a work culture that encourages creativity and innovation. 

If you’re missing the impact of your work, ask your manager or leader to help you map it out, and don’t be afraid to ask for responsibilities that directly contribute to the company’s goals. It’s a win-win for everyone. Purpose-driven companies are three times more likely to retain top talent (AKA you). 

Going with the flow might be the path of least resistance, but it’s also the path of least innovation. Sometimes it pays to be a pistol… 

Xo,

The FQ

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