To Retain Returning Talent, Employee Benefits Must Reflect Mothers’ New Reality

To keep and attract female employees, and to reduce turnover before during and after parental leave, employers need policies that reflect real-life. Paid leave, flexible working, transition support, equal advancement opportunities, daycare and mentoring... all demonstrate real understanding of a returning new mother's needs.

To be truly effective, the EVP experience must go beyond tick-boxes and demonstrate realistic support that acknowledges a mother’s new reality.

But the transition back into work from parenthood may also present unspoken challenges that can affect energy, drive and focus. If women are to contribute at their highest level at work, they need to feel physically self-confident and strong. These topics may not come up in general ‘employer brand’ conversation, but the effects on productivity and confidence to stay at work, are real.

• Incontinence affects almost half of all women?
• 37% of women have wet themselves at work within the last month?
• Of those, 21% wet themselves weekly and almost 1 in 10 daily, whilst at work?
• In a recent survey?, 87% of women said that dealing with pelvic health issues had affected their mental health 

These symptoms are embarrassing, uncomfortable and they are directly affecting women's mental health, confidence and ability to thrive or excel in the workplace. But she probably won't tell you that's why she isn't ready to return, why she can't attend an event or why she's not speaking up.

By simply gifting every expectant, new (or not-so-new) mother in your company access to the MUTU System at-home online programme, you empower women to safely and effectively recover and strengthen after childbirth.

Medically recommended online at-home programme MUTU System has been used by more than 65,000 women around the world and can now be included in your Corporate benefits package, awarded to foster an attractive 'MUTU Mum-Friendly Workplace' to improve talent acquisition and retention.

There is no 'one perfect benefit' to support women to thrive on their return to work after becoming parents, (though truly flexible working must be close to it). But be aware of hidden challenges employees may be dealing with, but not talking about. Especially when they can be addressed with an at-home solution with proven results, that employers can cost-effectively provide.

Sometimes the issues talked about the least, might be causing the biggest problems.

 #employeewellness #corporatewellness #returntowork #workingwomen #worklifebalance #womenshealth #mothers #maternityleave

? British Urological institute; ? Amy J Sinclair / Ian N Ramsay, Review: The psycho-social impact of urinary incontinence in women. The Obstetrician & Gynaecologist 2011; ? MUTU System customer survey 2019