Rising Strong: Empowering Maternity Comebacks

When I returned from Maternity leave after my second child, I was fortunate to receive a warm welcome along with a broader scope of work and immense learning opportunities. My manager was dedicated to helping me reach my potential and together with my colleagues offered unwavering support, flexibility and understanding allowing me to balance my commitments both at home and in the workplace.

?Returning to work can be an overwhelming experience and like many mothers I experienced fears of having missed out on a lot, self-image issues, guilt of not contributing, being out of touch as well as a lack of confidence.

Some statistics –

·??????25% of mothers returning to work say their line managers were unsupportive through the transition.

·??????60% feel less employable since having a child.

·??????75% say it was harder to progress in their career.

·??????47% have been made to feel guilty for leaving work to collect their child.

·??????Over 35% felt their job was under threat.

How can managers help with this transition:

• Welcome and support the returnee.
• Offer flexibility wherever possible.
• Understand parenting demands – sickness, vaccinations etc.
• Accept occasional background noises during remote work.
• Set realistic timelines and provide team support.
• Delegate tasks to avoid overwhelming the returnee.
• Express confidence and provide coaching for regaining confidence.

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Tips for Returnee Mothers:

• Set realistic expectations/deadlines and prioritize tasks.
• Reconnect with the team informally whenever possible
• Catch up with supportive colleagues.
• Create a plan and establish a robust support system for your child/family.
• Seek support and ask for information that can bring you upto speed
• Foster a positive mindset and avoid guilt
• Recognize strengths gained from motherhood.

By acknowledging the challenges faced by returning mothers and taking proactive measures to provide support and understanding, both managers and returnees can contribute to a more inclusive and empowering workplace for all.

?Statistical references from https://www.everywoman.com/my-development/line-manager-s-7-point-plan-supporting-returning-mother/