Corporate SA Must Do More to Support Employees Who Are Mothers

As we begin Women's Month, it is crucial that Corporate SA starts to think differently about supporting employees who are mothers especially in the era of remote work.

The decision by some companies to demand a full-time return to the office after allowing remote work during the pandemic is shocking and tone-deaf. After adapting to the flexibility and autonomy of remote work, employees were suddenly expected to surrender their newfound work-life balance and commute back to the office five days a week. This abrupt reversal ignores the proven productivity and job satisfaction benefits of remote work, not to mention the significant cost savings for employees on transportation and childcare. Also, it disregards the fundamental shift in workforce expectations and values that occurred during the pandemic, prioritizing outdated notions of "office presence" over trust, empowerment, and well-being. By doing so, these companies risk alienating their employees, stifling innovation, and losing top talent to more forward-thinking competitors that embrace the future of work.

While it was certainly jarring for companies to abruptly recall employees to the office full-time after the pandemic-induced remote work experiment, it's understandable in certain industries where in-person collaboration, hands-on training, and sensitive information handling are crucial. For instance, fields like healthcare, finance, and manufacturing often require face-to-face interactions, specialized equipment operation, and high levels of data security, making remote work less feasible. In these cases, a full-time return to the office may be necessary to ensure compliance, quality control, and innovation. Also, some companies may have struggled with maintaining company culture, mentorship, and knowledge transfer in a remote setting, making a return to the office essential for their specific business needs. While flexibility and remote work options should still be explored, it's reasonable for certain industries to prioritize in-person work arrangements to meet their unique demands and ensure success.

However, Even in industries where full-time office presence is deemed necessary, companies should consider implementing flexible work arrangements specifically for employees who are mothers. These individuals often bear a disproportionate burden of caregiving responsibilities, and being forced to choose between their job and family obligations can lead to burnout, turnover, and talent loss. By offering remote work options or flexible schedules to mothers, companies can help them balance work and family responsibilities, leading to increased productivity, job satisfaction, and retention. This doesn't mean compromising on industry requirements, but rather creating separate policies that acknowledge and support the unique challenges faced by working mothers. By doing so, companies can demonstrate a commitment to diversity, equity, and inclusion, and reap the benefits of a more engaged, motivated, and diverse workforce. This approach requires a nuanced understanding of individual needs and circumstances, moving beyond one-size-fits-all policies to create a more compassionate and supportive work environment.

Here are some recommendations that Corporate SA could consider in this regard:

1. Flexible Scheduling: Offer flexible start and end times to allow mothers to manage school drop-offs, pick-ups, and other family responsibilities.

2. Remote Work Days: Designate specific days for remote work, enabling mothers to care for their children while meeting work obligations.

3. Compressed Workweeks: Allow mothers to work longer hours for fewer days, enabling them to balance work and family responsibilities.

4. Job Sharing: Permit mothers to share roles or responsibilities with colleagues, reducing workloads and enabling flexible scheduling.

5. Dependent Care Leave: Provide paid leave for mothers to care for sick children or attend school events.

6. Breastfeeding Support: Designate private spaces for breastfeeding and provide flexible break times.

7. Parental Support Programs: Offer resources, workshops, and counseling services to support working mothers.

8. Manager Training: Educate managers on the needs and challenges of working mothers, promoting empathy and support.

9. Performance Metrics Adjustment: Adapt performance metrics to accommodate flexible work arrangements, focusing on output rather than physical presence.

10. Anonymous Feedback Mechanism: Establish a confidential feedback system for mothers to share concerns, suggestions, and ideas.

11. Dependent Care Benefits: Offer benefits like childcare subsidies, after-school program reimbursements, or eldercare support.

12. Return-to-Work Programs: Provide support and flexible arrangements for mothers returning to work after maternity leave.

By implementing these policies, companies can demonstrate a commitment to supporting working mothers, leading to increased job satisfaction, retention, and productivity.