5 things mothers returning from maternity leave actually want from their employers

Returners after maternity leave often have mixed experiences. While some have a smooth ride back into their job role, others feel they haven’t been given the correct support – or opportunities.

New research by Generation Logistics found that 94% of new mums feel nervous about returning to work after a baby, as part of research surveying new mothers in full-time employment across a wide range of industries. Shockingly, nearly all of the women surveyed said they had to complete work tasks out of hours (97%) after returning.

Respondents also shared that the top considerations they would like to see from employers were flexible hours (79%) followed by good childcare options (66%), closely followed by part-time working opportunities, training opportunities and a mentoring scheme.

“Supporting mothers during the return-to-work phase on both an emotional and practical level will pay long-term career dividends by enabling women to re-engage with their career development after maternity leave,” says Liz Sebag-Montefiore, director and co-founder of?10Eighty.

So, what do women returning from mat leave really want?

No assumptions made about caring duties

Despite the vast majority of people in the UK desiring equality, Jemima Olchawski, CEO of the?Fawcett Society , says, “Sexist stereotypes and outdated ideas persist in many workplaces, which leave mothers at a disadvantage – from assumptions that women are less committed, or that they will naturally have to take on the bulk of unpaid care.

“Negative attitudes are a real barrier to returning mothers and must be rooted out of workplaces,” she says. “Not only do they harm women’s careers, but they force men and women into traditional breadwinner/female carer roles.”

While having a child may mean mothers take on more of the caring than the other parent, it isn’t a given, and assumptions about women’s capacity and desire to take on paid work after having a baby is damaging, because it’s so individual.

Flexible working options as the default?

Returning parents may know they are legally entitled to request a more flexible working arrangement, but that doesn’t mean it’s approved. It also means the onus is on the employee to begin what can be a difficult conversation, and feel as if they’re asking for favours.

Olchawski thinks flexible working should be built into every role for this reason.

“Flexible work benefits everyone. As much as mums want to return to work, dads want to care for their children,” says Olchawski. Plus: “75% of men take two weeks of leave or less for the birth of their child, and a third take only one to five days. Those are staggeringly low numbers. As much as our assumptions about returning mums leaves them behind, we have to ask what our assumptions about what dads want is doing to everyone.”

Tailored support?

Maternity coaching is an effective and pragmatic way to enable mothers to make a successful return to work, explains Sebag-Montefiore.

“The women we’ve coached cite their coaching experience as one of the most positive aspects of the return-to-work journey. The fact their organisation has invested in this support is a huge advantage in getting back to effectiveness, productivity and fulfilment at work.”

During the first few weeks of being back is when the organisation needs to offer support, she says. “Coaching can help both the returner and manager challenge assumptions about what is realistic, what is important, and what can be done to address problems and anxiety.

It can also offer personal emotional support. “We recognise that many women may feel they are letting people down, worry that they will be forgotten and that all their hard work will be unravelled. A coach can discuss these feelings, explore what to let go of and what to focus on.”

An ally system

A mentoring or ally system is really helpful at the return-to-work stage, says Sebag-Montefiore.

It works best “if it’s set up in advance, and is someone from outside the returner’s own reporting line – someone to share experiences, who is also perhaps a new parent”, she explains. “This also provides a safe space to discuss relationships with partners and family, which going back to work is likely to impact.”

An appreciation of the new skills they bring

Businesses should “focus on the positives in retaining talented working mothers” who can “enjoy the best of both worlds – being a mum and pursuing a career”, says Sebag-Montefiore.

New mums may have been out of employed work for anything from a few months to a year or more, but they’ve gained a lot of new skills in the process. These include problem solving, multi-tasking, empathy, communication, planning, management, patience, teamwork, creativity, efficiency, improvisation, effectively troubleshooting… the list goes on, and it’s about time these strengths are taken seriously.

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In ESG news this week:

• The UK risks failing on decarbonisation targets as well as losing its place as a climate leader following a “damning” report from the Government’s climate advisers, MPs and campaigners have said.
• A ￡1 billion five-year plan is needed to save England’s ancient forests, which are more polluted, damaged and contain less wildlife than at any other point in history, the Woodland Trust has said.
• The UK is considering adopting new rules aimed at clamping down on corporate greenwashing.
• ShareAction, a responsible investment charity representing shareholders, has published guidance on how investors can engage with firms over the gap in pay between white and non-white workers.
• Currys has announced a series of new diversity and inclusion policies, including paid leave for employees having fertility treatment or undergoing gender reassignment.

Find out more about our ESG offering here:?https://go.pa.media/l/314511/2022-11-07/l91tq

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