By When returning to work after having a child, mothers encounter numerous obstacles. These obstacles may be physical, emotional, or logistical, and they may hinder the mother's capacity to work effectively. Consequently, HR teams play a crucial role in supporting mothers during this transitional period.
Here are some of the challenges faced by mothers returning to work and ways in which HR teams can help:
- Balancing work and family responsibilities
Balancing work and family obligations is one of the most difficult obstacles for mothers returning to the workforce. Mothers frequently feel guilty about leaving their children in the care of others and worry about meeting their children's requirements while at work. To support these mothers, HR departments can provide flexible work options, such as working from home, flexible hours, and job share. These options can help mothers balance work and family obligations and reduce the tension and guilt associated with leaving their children in the care of others.
- Navigating childcare arrangements
Organizing childcare is a significant challenge for mothers returning to the workforce. Finding affordable and dependable child care can be challenging, and many mothers are concerned about the quality of care their children receive. To assist mothers in this area, HR teams can provide resources and information regarding available childcare options, such as on-site childcare and subsidies for external childcare providers.
- Managing the physical and emotional effects of motherhood
During the early phases of motherhood, a woman's physical and emotional health can be negatively affected by motherhood. As mothers struggle to balance the demands of work and family while coping with the physical and emotional effects of motherhood, returning to work can exacerbate these difficulties. HR teams can provide access to healthcare resources, such as mental health services, wellness programmes etc to assist mothers in this area.
- Overcoming bias and stereotypes
Mothers who return to the workforce may encounter bias and stereotypes from their coworkers and supervisors, who may presume they are less committed to their jobs or less capable of performing at the same level as their childless colleagues. To combat these biases and stereotypes, HR teams can provide training and education to coworkers and managers regarding the challenges working mothers face and the benefits of supporting them.
- Career progression
Returning to work after having a child can hinder a woman's career advancement, as she may lose out on advancement opportunities or be overlooked for promotions. By providing opportunities for professional development and training, as well as mentoring and guidance programmes, HR departments can assist working mothers. These initiatives can assist mothers in maintaining and expanding their skills and knowledge, enhancing their performance at work, and positioning themselves for career advancement.
In conclusion, mothers returning to work after having a child encounter numerous obstacles. These obstacles may hinder their capacity to work efficiently and maintain a balanced work-life balance. HR teams can play a crucial role in supporting mothers during this transitional period by offering flexible work arrangements, providing access to childcare resources and healthcare support, overcoming biases and stereotypes, and offering career advancement opportunities. By supporting working mothers, HR teams can contribute to a more inclusive and supportive workplace culture, which benefits not only working mothers but also the entire organisation.
