- Businesses should actively involve female employees in planning their return to work by establishing a comprehensive onboarding process.
- Clarifying the business strategy and vision, and how it applies to different departments.
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Introducing a new member into the family is undoubtedly a joyous occasion, yet it also brings a considerable amount of stress.
Furthermore, the prospect of returning to work adds another layer of anxiety for new mothers.
The emotional strain of leaving a newborn after just a few weeks, compounded by physical recovery, and the exorbitant expenses of childcare, can render the transition back to the workplace immensely daunting.
Within numerous corporate environments, navigating maternity leave presents a formidable obstacle, as existing policies often fail to guarantee financial security or career continuity for women. But let’s face it - mothers in the workforce are here to stay, and their wealth of maternal experience can offer employers invaluable advantages.
Here are ways managers and employers, can help take the pressure off of working mothers and lend their support:
Provide adequate pumping space
Promoting breastfeeding for the first six months to one year yields significant health benefits for mothers and babies.
However, returning to work often deters mothers from continuing to pump due to pressure to perform without "distractions."
By demonstrating care for mothering employees, companies could enhance retention, promote job satisfaction, improve morale, and enhance productivity.
Moreover, Sec 71 of The Health Act No. 21 of 2017 requires employers to provide lactation stations.
Build a culture of empathy for new parents
If say a company is known for its hard-charging atmosphere, predominantly comprised of singles and childless couples, new mothers may feel apprehensive about returning to work, especially if they require understanding regarding time constraints.
While not every request may be feasible, exploring alternatives, like remote work options, demonstrates a commitment to accommodating diverse needs.
Consider a transition period
Depending on the health of both the baby and the employee, some new mothers may require additional time for postpartum recovery, or the baby may necessitate extra care.
It would be thoughtful to offer flexibility for new mothers to gradually return to work on a part-time basis for a period of weeks, easing the transition back to full-time employment.
Encourage community
Upon returning to work post-maternity leave, working mothers frequently encounter the need to continuously validate their value and competence.
In most cases, men are often assessed based on their potential, whereas women are judged by their past achievements. This viewpoint fosters division among coworkers rather than unity.
Plan the before, during and after
Ease an expectant employee's concerns by pre-planning task delegation and cross-training.
Assure them of periodic non-work check-ins during maternity leave and outline the return-to-work process and discuss contingencies for extended leave if needed.
Conduct a specialized employee orientation upon their return, updating them on company developments during their absence.
This proactive approach ensures a smoother transition back to work for both the returning mother and the team.
Keep critical meetings within the core hours of the day
The early morning and late evening team conference calls can strain anyone's schedule. To better accommodate returning mothers and all parents, offer flexible morning and evening options that align with their family responsibilities and commitments.
You are not only helping women succeed at home and in the office, but also helping to raise the future generations of the workforce.
A clear and structured onboarding (or reboarding) plan
Businesses should actively involve female employees in planning their return to work by establishing a comprehensive onboarding process. This includes:
Clarifying the business strategy and vision, and how it applies to different departments.
Facilitating introductions to key stakeholders and providing insight into their roles.
Allocating time with the line manager to align priorities and discuss the employee's observations and insights post-return.
Understanding individual motivations
It's important to recognize that each female employee's motivations and ambitions may shift after becoming a parent, but it's unfair to assume they've all diminished.
Some may find renewed purpose and ambition, while others may reprioritize.
Acknowledge that parenthood can influence career goals and ensure a shared understanding of career paths and opportunities.