Boosting Workplace Wellbeing To Support Expecting and New Working Moms in the COVID-19 Era

This is a guest post. 

Because of the pandemic, the economy is undergoing the most significant structural shifts seen in decades. With technological advancements, globalization, and environmental challenges all converging to reshape the workforce, companies are looking to optimize their people management strategies to continue providing value for customers, clients, and shareholders.

As company leaders review workplace policies around talent recruitment, performance management, learning & development, and more, many reevaluate how company programs can be designed with improved flexibility for employees working between home and work life. The recognition that these changes will not impact company culture alone but company wellness strategies as well is now one of the most critical focus areas.

With workplace setup becoming increasingly complex, corporate support for expecting or new working moms has become a competitive differentiator for organizations across the globe. Here are common workplace problems expecting and new working moms face and how workplace wellbeing can help:

Problem 1: Work-life Balance 

Work-life balance is not easy to achieve for expecting or new moms. They have much work to do at home, many family members, especially kids, who need support from them, and they must also put in the time and energy into their careers. Finding a balance between career and personal life is difficult because they don’t want to miss out on anything important.

Solution:

Since it is tough for expecting or new working moms, mainly because their lives are changing dramatically, developing a flexible “work anywhere” approach can help expectant and new moms feel like they’re not missing out. It allows employees to prioritize what is essential for them at that moment — whether it be spending time with family, putting in extra face-time at the office, or doing some deep thinking while they’re on their commute. Offering this flexibility also helps companies build stronger talent pipelines by retaining top female talent that is most valuable to an organization.

If a “work anywhere” approach is not possible, companies can review their company wellness programs to better accommodate moms. In addition, they can work on programs to reduce work demands for expecting and new working moms. For example, companies can offer reduced hours options, part-time opportunities, onsite daycare, maternity leave top-up benefits, and subsidized professional development courses to set them and the organization up for tremendous success.

Problem 2: Maternity Leave and Childcare Costs 

Maternity leave and childcare costs are becoming a common topic of conversation among expectant and new working moms. But, unfortunately, it is also expensive to recover from pregnancy and have a baby. Moreover, some companies don’t provide paid maternity leaves after the mom gives birth, making it challenging for expecting or new working moms to fulfill their full potential at work and at home.

Solution:

Many companies are elevating their parental leave policies to help expecting and new moms transition back into work after birth by extending maternity leave benefits for up to 12 weeks, which can be used before or after their actual due date. This can give moms time off to adjust their lives with little stress. Additional kid-friendly programs like emergency backup care, same-day sick care, extended break for parents versus nannies caring for their child, and other similar family-focused programs provide value expectant working moms look for in an organization.

Problem 3: Workplace Culture That is Not Very Supportive

The workplace culture can inhibit expecting and new working moms from succeeding. For example, in some companies, company leaders and managers do not care about a mom’s personal responsibilities. They even pressure moms a lot about their performance.

Solution:

It’s about more than just flexible work programs and maternity leave policies. Ensure that your managers know how to support employees during this transition. Encourage mothers in the leadership position to become mentors to help expecting or new moms thrive when they come back from maternity leave because it may be hard for these women to adjust back into work after taking time off from the company. There should also be opportunities in place that recognize the accomplishments of these women because they are often overlooked or overshadowed by their peers. This is where company culture plays a significant role in the success of working moms.

Problem 4: Communication Between Employer and Employee

Employers are always talking about how they love to hire women, but at the same time, expectant working moms or new moms in general feel like their employers don’t care about them.

Solution:

Ensure there is an ongoing dialogue with expecting or new working moms throughout their transition towards parenthood or when they return to work after giving birth. This applies not only to moms working in the office but also to those working at home.

Maternity leave can be a tough adjustment for these women because they go from being pregnant, then having a baby, then coming back to the office. Women who have just had kids need reassurance that their job will still exist when they return, even if they have more priorities than before.

Problem 5: Absence of Nursing and Pumping Areas

Expecting and new working moms have special needs, especially those who are breastfeeding. Moms need a place to pump or nurse. The whole idea behind breastfeeding is that it’s not just about the baby getting fed but also about bonding with them during this crucial time in development.

Solution:

Having a private area for expecting and new moms to pump or nurse is necessary. Many companies provide a space for this or even let these women take short breaks to nurse or pump so they don’t feel stressed about missing work while producing milk. This idea goes back to a supportive workplace culture that understands the needs of expecting and new working moms.

Problem 6: Working Mom Guilt

Expecting and new working moms feel guilty about not being home with their kids, even if they are doing what’s best for the family by going to work. They wonder if they should stay at home or do something else that is better for their baby. But, on the other hand, they also feel guilty about not being able to contribute a lot to the company.

Solution:

Employers can help expectant and new working moms by encouraging a better work-life balance. Employers can do this by having kid-friendly programs, flexible work schedules, and designing company wellness programs, like yoga and Zumba sessions, to help them relax and get back in shape.

Conclusion:

Expecting and new working mothers experience conflict between work life and family life at work, especially now that there is still a battle against COVID-19. Companies can support these women by improving these workplace and personal situations through the help of these few endeavors.

 In addition, according to this dentist who does teeth whitening in Harrisburg, pregnant women are more prone to health issues. Therefore, supporting them to have a good work-life balance is very important. – add as the last para