As a woman and working mother of two, I used to think that addressing the challenges faced by working mothers was a matter of empathy and moral obligation. However, it’s clear that supporting these incredible women is also a strategic business move. The dual roles they juggle are daunting, but with the right corporate support, the outcome can be transformative, driving engagement and fostering loyalty. Being a Bahraini and living in a closely knit collective familial culture, I had all the support needed to re-engage into the workforce full force, but I always feared that “un-met expectation” by my team; and thus self-sabotaged my own feeling of success and achievement.
In today’s fast-paced corporate world, working mothers are the unsung heroes, balancing demanding careers with the relentless responsibilities of parenting. Yet, despite their crucial role, they face a unique set of challenges that often go unaddressed. As more women enter the workforce and ascend the corporate ladder, it is imperative for companies to recognise and address these challenges. Doing so not only supports their employees but also enhances overall engagement and productivity.
This constant juggling act often leads to stress, burnout, and the persistent guilt of feeling inadequate both at work and at home. Add societal expectations and persistent gender biases, and their professional journey becomes even more challenging.
One of the most pressing issues is the “motherhood penalty,” where mothers are often seen as less committed to their jobs compared to their childless counterparts. This bias affects their career advancement, pay, job satisfaction, and mental well-being. Mothers returning from maternity leave frequently encounter unrealistic expectations and a lack of understanding from their employers, making the transition back to work particularly difficult.
However, forward-thinking organisations are changing the game by implementing various programmes to support working mothers. These companies understand that investing in their employees’ well-being is not just the right thing to do — it’s smart business.
IBM offers flexible work schedules and remote working options, allowing mothers to better manage their time and reduce the stress associated with rigid office hours. This flexibility significantly improves job satisfaction and reduces burnout, leading to higher retention rates and a more dedicated workforce.
Deloitte stands out by providing up to 16 weeks of fully paid leave for caregivers. This generous parental leave policy ensures that new mothers have adequate time to recover and bond with their newborns without added financial strain. Such support fosters loyalty and reduces turnover, making employees feel valued and respected.
On-site childcare and backup childcare solutions are game-changers for working mothers. Goldman Sachs and Johnson & Johnson have implemented on-site childcare facilities and offer backup childcare options. These services provide peace of mind for working mothers, allowing them to work without the distraction or stress of arranging last-minute childcare. The result is enhanced productivity and a more focused, engaged workforce.
Support networks and mentorship programmes also play a crucial role in helping working mothers thrive. PwC’s ‘Parents and Caregivers’ network offers parenting workshops, seminars on work-life balance, and peer mentoring programmes. These initiatives create a community of support within the organisation, helping mothers navigate their dual roles more effectively and reducing the feeling of isolation.
Facebook takes a unique approach with its ‘Baby Cash’ programme, which provides a financial bonus to new parents to help with the costs of a new baby. This benefit, combined with generous parental leave and flexible working conditions, helps ease the financial and emotional burdens on new parents, allowing them to focus more on their roles both at home and at work.
Patagonia, the outdoor clothing company, is renowned for its progressive policies supporting working mothers. Patagonia offers on-site childcare at its headquarters, which has led to higher employee retention rates. The company reports that employees with children at their on-site centre have a turnover rate 25 per cent lower than the overall company average. This speaks volumes about the impact of such supportive measures on employee loyalty and satisfaction.
Salesforce has implemented a ‘Returnship’ programme, specifically designed to help employees returning from extended leave, such as maternity leave, reintegrate into the workforce. This programme provides training, mentoring, and a phased approach to re-entering the workplace, ensuring that returning mothers feel supported and valued during their transition back to full-time work.
The benefits of these programmes extend beyond just supporting working mothers. Companies that offer robust parental benefits often see higher levels of employee loyalty and lower turnover rates. This not only saves costs associated with recruitment and training but also ensures a more experienced and committed workforce. Moreover, promoting a culture of support for working mothers enhances an organisation’s reputation, making it an attractive employer for top talent. Diverse teams bring varied perspectives that drive innovation and problem-solving, ultimately contributing to the company’s success.
The corporate world needs to wake up to the realities faced by working mothers. The measures taken in the example I chose, not only enhance the lives of working mothers but also drive engagement, loyalty, and innovation. It’s a win-win situation that forward-thinking companies cannot afford to ignore.
As we look to the future, it is clear that supporting working mothers is not just beneficial for employees – it’s a strategic advantage for companies committed to leading in the modern workplace.
Join us next month for another edition of Workplace Watch, where we’ll explore more trends shaping the future of work. Until then, keep growing, keep learning, and keep pushing the boundaries of what’s possible.
– Ms Kooheji is a growth advocate
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