In a recent interview, former First Lady Michelle Obama discussed life as a working mom. She addressed just about every issue plaguing working mothers today, from work-life balance to mom guilt. She also touched on how organizations can do a better job of creating environments where working mothers can thrive and be their best selves. She said, “It is important to get employers to understand the lives and needs of working mothers. Employers need to understand that as working mothers your kids’ well-being is so important. If children are not healthy, whole or happy, you are going to carry that worry to work and there will be an impact on work.”
What are the needs of working mothers and how exactly can organizations support them? The overarching need for working mothers in flexibility, the ability to be a mom and have a career. Here are some ways employers can help moms accomplish this goal.
- Have flexible work options. This is the age of technology and many jobs can be done from a computer screen. In fact, 74% of employers offer some of telecommuting option. Employers can be more open to having moms telecommute, rather than be in the office every day. Other options include, flexible hours and half days.
- Alter the dress code. This might sound anomalous, but making the dress code a bit less formal might also help moms. Business casual is much easier to manage than having to break out a business suit and heels every day. Though some women prefer a heel and a blazer, giving moms the option may help them save time and money on dry cleaning.
- Offer child care. Schools is out for nearly two months in the summer and there are tons of
camps and activities scheduled for moms to take advantage of. But school is also out for spring break, fall break, Christmas break, and winter break. Options are not as plentiful during these week-long breaks and mothers are left with slim pickings or no pickings at all for childcare. The National Survey of Children’s Health showed that 2 million working parents had to either change jobs, not take a job or quit their jobs because of child care issues. Sick children and problems at school are examples of issues mothers (and fathers) are faced with that may cause them to need extended time away from the office. Employers can offer childcare assistance to help moms. While some organizations offer in-house childcare services, others are partnering with outside companies like Care.com to offer childcare options to their employers. - Be understanding and empathetic. Working mothers already have enough to deal with trying to balance the responsibilities at work and at home, the last thing they need is to have to choose between taking care of their sick child and loosing their job. Training leaders on empathy is key to creating a culture in which mothers feel valued.
- Don’t rush the new mom. New mothers are faced with caring for a newborn day in and day out. The purpose of maternity leave is to allow moms to take on this lifestyle change with minimal stress and 100% of their attention. When employers infringe upon that time away from work, it only increases the anxiety and stress that mothers already face. To ensure that new moms are baby focused and not work focused during maternity leave, have a clear plan before the mom goes on leave. Assign her tasks to another associate who is skilled, knowledgeable and capable of the duties. Let the expecting mother train this person so that he or she is familiar with specific protocols and processes. The goal is to let the mom rest and recover after childbirth so that when it is time for her to return to work, she is as ready as she can be.
- Offer to help. If a mom is having a difficult time making it to work on time or is seemingly stressed out, offer to help and give her resources that might be beneficial. For example, let her know of company benefits that might relieve some of her stress, such as free counseling or discounted childcare options.
- Create a Moms group. You might think that mothers all get together on the weekend for coffee and book clubs but that’s not true. In fact, many working mothers feel isolated and lack support. The group could meet after hours, before work hours or after work, as well as communicate using modern technological options such as Group Chat or Messenger. Creating a group for moms would help them build friendships and have a support system.
- Make meals easier for moms. Do you know how many moms skip meals because they just don’t have time to eat? Yet, skipping meals can lead to a lack of focus, headaches and other health concerns. Having lunch options and/or accommodations are a major help. Some ways to help are to have designated lunch spaces, making lunch a no-work hour, catering lunch once a month, providing discounts at the cafeteria or partnering with a local sandwich shop to offer discounts to employees.
- Start a wellness program. A sick mother is never a productive mother at work or at home. Ensuring that mothers are healthy mentally and physically will be beneficial for both employers and employees. According to Altchiler and Motta, Absenteeism costs organizations over 26 million dollars each year and accounts for 10.4 million workdays lost each year. Researchers Baun, Bernacki and Tsai found that employees who are more physically active feel better about themselves which in turn affects their perceived job satisfaction. Starting a wellness program may mean offering incentives for employees with gym memberships, starting a weight loss competition, or focusing on stress management. Find the wellness program that would best suit your workplace through interest surveys and health assessments.
- Encourage moms to take their time off. According to the U.S. Travel Association, 66% of employees say that their company sends mixed messages about taking time off or discourages it. This study also found that women are less likely to take time off in comparison to men, due to guilt and not wanting to be perceived as less committed to the job or organization. Most employees only get about two to three weeks off each year–not only should moms use their time off, but it would be nice to offer more time away to rejuvenate, participate in their children’s school functions and tend to other personal needs. Moms need me-time, encourage her to take time for herself!
Bottom line is this, organizations must make the concerns of mothers, concerns for the company. If breastfeeding is a concern for moms at your workplace, make sure they have a comfortable place to pump. If the concern is an absence of childcare options, provide options and resources for those mothers needing this type of support. If organizations want to maintain a workforce of diverse women, being an advocate for mothers is vital.
How is your company making the concerns of mothers a priority? Share your experiences in the comments below.
