Inclusive design: supporting new mothers in the workplace

This article was originally published on LinkedIn. Find more articles from Nishtha here.

As a mother to a 9-month-old, I can tell you that becoming a mother is a transformative experience that reshapes one’s perspective on life and work. While the conversation around gender equality often emphasizes the need for equal opportunities for men and women, it is important to recognize that mothers face unique challenges that require tailored solutions from their employers. Mums are juggling so many tasks in the background and are dealing with the pressure of not being seen as under-performers leading to higher chances of burn out.

In Germany, for instance, there is a significant difference between the number of women with children who work part-time (or not at all) compared to men with children. This disparity highlights the need for more inclusive workplace practices that support new mothers to return to work after their maternity leave. If you are a father who works part time to accommodate childcare, please know this article is also about supporting you!

The Importance of Work for New Moms

A fulfilling job and professional achievements contribute significantly to an individual’s overall satisfaction and well-being. This is no different for new mothers, who also need the sense of accomplishment and financial independence that comes from their careers.

Women possess valuable knowledge and make up a substantial portion of the workforce, contributing to the economy. Therefore, creating an inclusive work environment for new mothers benefits not only the individuals but also the broader society.

To make the workplace more inclusive for new mothers, several key areas need to be addressed: space, culture, technology, and people.

Space

1. Nursing Rooms: Especially at companies/in countries where mums are only able to take short maternity leaves, this is essential. Provide safe and secure spaces where mothers can pump and store breast milk without being disturbed. These rooms should be easily accessible and equipped with necessary amenities. In a lot of companies this is already the norm. For those who don’t yet have nursing rooms, why not reach out to expecting mothers in your team and find out if this would encourage them to come to the office more often!
   
   
2. Daycare Facilities: Offering daycare facilities at or near the workplace can significantly ease the burden on working mothers. This not only helps retain valuable talent but also ensures that mothers can focus on their work without worrying about their children’s care. In today’s war for talent, going above and beyond to attract or retain people is not unheard of. I recently heard of a company that offers drop off service to the kindergarten for parents.
   
   
3. Location Flexibility: Allowing mothers to work from home or offering flexible work locations can help them balance their professional and personal responsibilities. Evaluating work based on tasks accomplished rather than time spent at the desk is a more effective approach.

Culture

1. Equal Pay and Parental Leave: Ensuring equal pay and offering equal parental leave for both parents can certainly help balance the playing field for mums. This encourages women to return to work and prevents them from being the default parent to stay home due to financial reasons. If the cost of a nanny is comparable to a woman’s salary, it becomes a difficult choice for her to leave her child with a nanny.
   
   
2. Planning Ahead: For jobs that require travel or in-person meetings, it is important to plan ahead. New mothers cannot travel on a whim and need advance notice to arrange care for their children.
   
   
3. No Judgement: Society often judges women for their choices, whether they decide to stay home or go to work. Empowering women to make their own decisions without judgement is vital. Recognizing that everyone’s situation is different and respecting their choices is key.
   
   
4. Unconscious Bias: Employers must check their unconscious biases. Are women being overlooked for promotions because of their family situation? Are they being evaluated based on their work and the value they add to the company, rather than their gender or family life? Even those who believe they are not biased should regularly reflect on their decisions.

Technology

1. Flexible Work Hours: Offering flexible work hours allows mothers to be there for their children, especially when they are very young. This flexibility enables them to fulfil both their professional and personal responsibilities.
   
   
2. Utilizing AI: Leveraging artificial intelligence can help create more efficient and flexible work environments, making it easier for mothers to manage their workloads.
   
   
3. Inclusive Scheduling: Scheduling meetings at times that are convenient for parents, such as avoiding late hours or days when most parents are at home/on their way to pick up the kids from daycare, can make a significant difference.

People

1. Employee Resource Groups: Creating employee resource groups where new parents can share ideas and support each other fosters a sense of community and belonging.
   
   
2. Allies for New Parents: Senior leaders, especially those with older children of their own, can serve as allies for new parents. Their support and understanding can ensure that new parents receive the necessary support throughout the organization.
   
   
3. Role Models: Having role models within the organization who successfully balance work and family life can inspire and motivate new mothers.