Maternity Matters - How to support returning mums
It should be a given that women are supported at work following maternity leave but unfortunately this isn’t always the case. This article suggests some steps you can take to ensure a smooth transition for mums returning to work.
Employers Need to Take a More Supportive Role in Welcoming Back Women Following Maternity Leave
Returning to work after any lapse in time is difficult, but particularly so for women returning after a period of maternity leave. For the returning parent everything has changed; they now have to cope with the demands of a baby, adapt their day to day schedule, juggle new responsibilities, keep up with their new work commitments and of course do all this on typically very little sleep.
You may have seen in the news recently that Alice Thompson was awarded £185,000 after taking her employer to tribunal after the firm refused to consider her request for flexible working. She has also said that others have reached out to her since the ruling saying that they had had similar experiences but didn’t have the finances or mental capacity to speak out. But with the recent ruling we may see more women highlighting the unfair treatment they have endured.
Unfortunately research continues to suggest that we need to be better at supporting parents back into the workplace…
Alarmingly research shows that the transition back for parents isn’t always as smooth as it could be with women not receiving sufficient support from their employers. According to a survey by MMB Magazine in 2018, of more than 1,000 women (72% of which worked at management level or above) more than a third (37%) felt unsupported and isolated on their return and they considered handing in their notice. As many as nine in 10 were not offered any formal support through a returner programme. These findings were mirrored in an earlier NCT survey of over 1,500 mothers in 2008 where 39% of respondents reported their return to work as either difficult or very difficult.
We also conducted our own short survey this year to over 50 professional senior women who had recently returned to work following maternity leave. Whilst a small sample, the results were concerning with over 32% reporting that they received no additional support for their return to work and almost 40% rating their return to work as poor. Over 55% reported that they had suffered from a loss of confidence and 75% felt that they would have benefited from a mentor or a coach but that this was never offered to them.
With the gender pay gap still prevalent and a continued lack of women in senior management roles (the proportion of women in senior management roles globally stands at just 29% in 2020) organisations are missing an opportunity to really strengthen their relationships with working mothers at this time and therefore risk losing them and the skills they bring to the workplace.
So what can employers do to help retain these women and to ensure they receive the support they need?
Firstly ensure you are meeting the legal requirements…
At the very basics, you should familiarise yourselves with the legal requirements to ensure you are fully compliant. Your HR department will be able to assist you in ensuring that you adhere to the legislation set out for maternity leave. There are also useful guides from the charity organisation NCT which outlines a complete checklist for employers. But our research suggests that employers should be going above and beyond these requirements if they want their staff to really feel supported.
Think and plan ahead…
Start talking with your employee about their expectations before they start their maternity leave. Whilst you have a responsibility to keep them updated on organisational changes and vacancies also establish whether they would like to be kept informed of other developments at work. Do they still want to receive your weekly management email for example? Do they want to be invited to social engagements such as the annual Christmas do etc, even if it is on Zoom this year? Some may prefer to receive regular update emails rather than a phone call that could wake the baby while others may like the opportunity to meet up for a regular cup of coffee. Check in with them and agree with them what will be communicated and how and then stick to it.
Talk, listen and don’t assume…
One of my own personal bug bears as a professional working parent was all the ‘working mum’ labels and all the assumptions that went with it. So the first thing that you can do is not jump to any conclusions. As with everything, not one approach fits all. People returning to work will want and need different things. Don’t be afraid to ask your employee what will help them with their transition back into work and try as best as you can to accommodate them.
Consider offering a coach or mentor …
For some a coach or mentor or a return to work programme may help them with the transition back, especially as many do, if they have suffered from a loss of confidence. But don’t enforce this on them as some may not want to go down this route. If they do want a coach ensure they are involved in choosing their coach or mentor to guarantee that they have a good fit and can get the most out of the relationship. Timing wise it would be good to have the sessions start prior to the return and to continue to be in place for a couple of months after their return. This gives them the opportunity to discuss any concerns regarding the return and to also work through any issues they have on their return with their coach.
Offer a phased return to work…
Some may want to dive straight back in while others may benefit from an initial part time set up for the first couple of weeks at least. If they want to try a phased return try to accommodate where possible. This will give them time to settle into their new routine. The first few weeks back are most notably the hardest and are where emotions are usually at their highest. Some mothers may miss their babies terribly while others may welcome the opportunity to use their brain again in a work environment but many will experience the guilt that comes with both. Similarly the baby may play up more when the parent returns home from work. Typically things settle down after the first couple of weeks as the new routine becomes established and the parent and baby become used to their new routines.
Don’t rule out the benefits of part time working or flexible working..
A study shared by citywomen.co.uk showed that nearly 1 in 5 (18%) of UK women have been forced to leave their jobs because a flexible working request has been turned down. A further 41% on maternity leave said that the refusal of flexible working meant that they might not return to their job. It appears many people fear implementing flexible working despite the benefits.
Research* has shown that flexible workers are more likely to increase discretionary effort compared to those who do not work flexibly and that flexible working can also lead to reduced absenteeism. So consider those flexible working requests with an open mind before you risk losing a valuable employee.
Be sure to be there to personally greet them on their return…
This will show them that you prioritise their well being and that you are supportive of them coming back into work. If you have a meeting that clashes then either send a deputy or ask the returning employee to come in later so you can personally welcome them back. This will put them at ease and will start off the return on the right foot.
Don’t jump to conclusions and give it time…
Be sure to not be so quick to judge the employee based on the first few weeks back. Give them time to settle in and get used to the new routine that they are facing. Set aside more time to spend with them on their first few weeks back so they get up to speed quickly and feel involved in what is happening.
Don’t get het up on the short term view …
It pays to think about the longer term and not focus on the immediate situation. Pregnancy, maternity and the first few years of parenthood are undoubtedly the trickiest. It is the time when childcare is more difficult and the dreaded colds and lurgy seem to hit more than ever resulting in time off work. But it is still only a very small fraction of a persons career so it makes absolute sense to continue to invest in these people to ensure they stay in the organisation. If you support them through this period they are more likely to be loyal employees going forward.
Encourage a culture change in the organisation itself…
It appears that it is primarily the relationship between the manager and the employee that drives the success of the return. From our survey results it was clear that where the boss was supportive the whole experience was mainly positive. But unfortunately that means that within the same organisation women can have a very different experience which isn’t really fair. Ideally there needs to be support for women returning from the top. Organisationally initiatives such as coaching, a return to work programme or setting up network or support groups for working parents will all help.
* Doing more with less? Flexible working practices and the intensification of work (2009) - Kelliher & Anderson, SAGE publishing
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Written by Helen Sandford-Taylor
Co-Founder of Nonpareil Network
Helen is an Executive Coach and Strategy Consultant. She runs her own consultancy, helping organisations and businesses develop strategies to differentiate themselves and grow successfully. She is also a Fellow of the Institute of Leadership and Management.
