Imagine $0 child care costs

WHAT’S ON DECK

• Tell Me More: U.S. child care costs are at an all-time high, but not in New Mexico

• Troublemaker Spotlight: Celebrating a year of wisdom that shakes things up

• Dear FQ: Taking my new job was a mistake. What now?

• Poll the Pack: People stay where they feel seen

Your feedback matters to us! Share your insights in our short survey for a chance to win a $250 American Express gift card.

TELL ME MORE

New Mexico is setting a new standard 

The idea that women are expected to carry the load at home is woven into social norms all over the world, and it takes root in childhood. In a global study, girls ages 10-14 spend 50% more time helping with household chores than boys of the same age. And it doesn’t get better as they get older. Globally, women take on 75% of unpaid care work (cooking, cleaning, taking care of children, assisting the elderly, and/or helping someone who is sick). 

That burden isn’t benign; it’s a barrier. A staggering 708 million women worldwide are unable to enter or stay in the paid workforce because of unpaid care responsibilities. Without affordable, quality early child care, women are often forced to choose: Stay in the workforce or sacrifice their jobs. The cost of care isn’t just personal; it ripples through families, businesses, and entire economies.

For parents in the U.S., the situation is dire, ranking among the top three countries with the highest child care costs in the world. In a recent study, the average American household reports spending 22% of their household income on child care alone. In the first six months of 2025, 400,000 women left their jobs, making it the steepest decline in forty years. Economist Misty Heggeness says that child care is the culprit: “We don't have enough support and structure around policies that actually help caregivers. When [women are] faced with this choice, they're not gonna leave their children, so they're left with leaving their jobs."

But one state is setting a new standard. In New Mexico, starting this November, child care will be free for every family, regardless of income. It’s a game-changer, saving parents an average of $12,000 per child each year. This bold move builds on progress already made. Back in 2022, New Mexico became the first state to make child care free for most families, covering incomes up to $124,000 for a family of four. The results spoke for themselves: Poverty rates fell, early educators got long-overdue wage increases, and subsidies finally reflected the true cost of care.

Now, the state is expanding the promise to everyone, backing it with major investment from a $10B early childhood trust fund to higher pay for providers. So how are they doing it? By using the state’s oil and gas revenue. This plan took flight in 2019 when lawmakers distributed $300M of oil revenue to this fund, which has now grown to $10B.

Other steps New Mexico is taking:

• Offering low-interest loans to build, renovate, or expand child care facilities

• Partnering with workplaces and schools to offer more child care options 

• Focusing on recruiting licensed and registered home providers

• Distributing more money to centers that pay entry level workers over $18/hr

Currently, child­ care work­ers (94% being women) earn less than 98% of other occupations. New Mexico hopes to grow this workforce through better pay.

How do other countries stack up?

• Starting September 2025 families in England can now access 30 hours of free child care per week for children aged 9 months to 4 years old. To qualify, parents must each earn under £100,000 per year.

• Canada began investing in a nation-wide system offering affordable child care in 2021, cutting fees for parents by an average of 50%.

• In Germany, the average annual cost of child care is $1,425, just under $118 per month. 

Jessica Chang, co-founder and CEO of Upwards, says that “These programs consistently demonstrate a 200% return on investment for local economies, not even accounting for long-term gains in children’s academic and developmental outcomes, overall family wellbeing, and stress reduction. When we start by centering children, families, and communities, we can design systems that work with and for families and providers.” 

When countries invest in care infrastructure, the positive effect extends far beyond the daycare center. Because when you invest in families, the whole economy wins.

The Current is a global ad tech news platform reporting from the epicenter of digital transformation. By covering emerging topics like connected TV, streaming audio, live sports and retail data, we help advertising insiders and marketing decision-makers navigate the open internet with an eye on what’s new and underreported. 

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TROUBLEMAKER SPOTLIGHT

Celebrating a year of wisdom

✨ One year of The FQ Newsletter! ✨ In celebration, we’re honoring our Troublemakers. These are the trailblazers who’ve broken barriers, pushed boundaries, and refused to fit the mold. They’ve redefined what leadership looks like and built space for others to rise.

To mark this milestone, we asked some of these extraordinary women to share the lessons, the “bad advice” they ignored, the moments that shaped them, and the truths that keep them moving forward. Their words remind us that trouble isn’t something to avoid, it’s the spark that drives change. Here’s to causing a little trouble.

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

“If you're going through hell at work, but you're working with people who you love and trust, it becomes manageable. The north star in my work is: Does this feel authentic? The answer always boils down to the people I'm working with.”

• Rachel Lowenstein, Culture Expert, Content Creator and Chief Creative Officer @ The Neu Project 

“As a leader, your listening should outweigh your talking. That’s listening to your team, listening to your users, and listening to your detractors.”

• Faye Iosotaluno, Former CEO of Tinder

“Be someone who's enjoyable to be around, who has a sense of humor, or who's fun to work with. Regardless of the industry, you get to a point where everyone around you is equally skilled. Then it becomes about who you want to spend time with.”

• Monica Earle, Public Relations Director at Duolingo

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

“Early in my career, someone told me to dial down my energy, speak only when spoken to, blend in, wear the ‘uniform,’ and don’t challenge the leadership. Translation: ‘fit the mold and do as you’re told.’ I can’t subscribe to that... hard pass.”

• Hannah Perry, Chief Culture and People Experience Officer at Novartis

“‘You should step down as CEO of Briogeo and have someone come in who has done this before.’ It wasn’t just bad advice, it was disappointing. This person was telling me that I wasn’t qualified to run my company simply because I hadn’t done it before. But the truth is, every CEO is a first time CEO at some point.

I didn’t listen. I stayed on as CEO. I worked my ass off, I figured out what I didn’t know, and I ended up scaling my company to a 9-figure exit without the help of an experienced CEO. I think sometimes where people get stuck is they’re constantly seeking out feedback, and they take other people’s opinions for truth. Filtering for yourself is key, and no one else can do it but you.”

• Nancy Twine, Founder of Briogeo and founder/CEO of Maker’s Mindset

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

“Going to the World Economic Forum in 2016 was a heartbeat moment. We were invited to Davos and the invitation said: ‘We want you to come, but you might not feel welcome.’ My head said, ‘Who wants to go to a place where you don’t feel welcome?’ But my heart said, ‘You have to go.’

We decided to go and took a tiny space, planting our seeds. We didn’t think anyone would show up. We called it the place for the 17%, because at the time, only 17% of white badges (conference attendees) were women. It was a really amazing moment when all of our girlfriends came to support us. Two years later we doubled the space. Three years later we quadrupled it. Today, we’re a mainstay during the World Economic Forum. I couldn’t be more proud of our evolution and grateful for our community that has supported us along the way. We truly are better together!”

• Shelley Zalis, Founder and CEO, The Female Quotient

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

“I have a group of women who I consider my own personal Board of Directors and truth-tellers, the people who I can have candid conversations with, challenge me, and who ultimately make me better.”

• Nancy Clark, President of Verizon Value Markets

Where have you caused trouble?

“It’s good to cause trouble. Trouble means you’re starting something. Trouble means you have a plan. Trouble means you are disrupting the status quo. Trouble means you aren’t buying into how things should be. I love trouble.”

• Erika Ayers Badan, CEO of Food52, author of Nobody Cares About Your Career, Former CEO Barstool Sports

Want to nominate a “Troublemaker” you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Shelley Zalis of The Female Quotient, weighs in:

You took a risk and good for you! Not every leap is going to have a soft landing, but at the same time that doesn’t mean you are forever bound to this decision. After all, life is too short to be doing something you don’t love. The average person spends 90,000 hours at work, or a third of their life. That’s a lot of time for you to be at a job that isn’t fulfilling.

But here’s the silver lining: You might not have found what you want, but you’ve certainly figured out what you don’t. That clarity is a gift. Take this as an opportunity to reset and update your non-negotiables. When you are looking for your next role, remember to evaluate the culture and leadership as much as the job itself, and then determine if it’s the right fit for you. Money matters, but meaning matters more. And now that you know that, you’ll be sure to find it.

POLL THE PACK

People stay where they feel seen

Retention isn’t just about promotions, perks, or paychecks; it’s about building cultures that people don’t want to leave. Letting employees know they’re valued isn’t just beneficial for the culture of a company, it’s imperative to its success.

“Quiet quitting” occurs when people feel that they and the work they do don’t matter. But when employees are acknowledged, it boosts morale, and increases productivity, engagement, and retention rates. In fact, companies that recognize and reward their employees are 21% more profitable. While clear career growth (17%), trust in leadership (16%), and fair compensation (16%) are important, the driving factor that makes people stay at a company is human connection and purpose. When individuals are heard and appreciated, their work takes on meaning.

Companies who invest in their employees are ultimately investing in their bottom line.

Our birthday wish? More connection and more moments that matter. So go ahead, send that text, make that call, or share that coffee you’ve been putting off. Tell someone you’ve made their day!

Xo,

The FQ

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