More than 75 percent of expectant mothers say they’re excited to return to work, but 43 percent end up leaving their jobs. Yet while it’s clear new moms need more support at work, addressing the issue in a comprehensive way is no easy feat. That’s why Fairygodboss cofounder and president Romy Newman teamed up with Maven founder and CEO Kate Ryder to offer practical advice in three key areas.
1. Why women leave their jobs — & why it matters when women leave their jobs
Fairygodboss research shows the No. 1 reason women leave their jobs is because they feel their work environment doesn’t support changes in their personal lives. Surveys also indicate female job-seekers want more flexibility so they can advance at work and balance their family at the same time — and that all job seekers want best-in-class health benefits.
Newman explained why this should matter to companies: “If you’re advocating for policies and programs that support gender diversity, it’s always critical to tie it to financials,” she said, adding that having more women in leadership positions leads to more profit for companies.
She and Ryder shared data from The Boston Consulting Group that indicates Fortune 500 companies with at least three female directors see a 53 percent increase in return on equity and a 42 percent increase in return on sales.
2. Women’s health in the workplace
Today, only 12 percent of employees in the country have access to paid leave — and even those who do take paid leave often have a very difficult time transitioning back to work. In fact, Maven has found that 1 in 5 women suffer from postpartum depression with no immediate access to treatment options, and 90 percent of women report separation anxiety when returning to work.
“Even men are actually looking at paternity leave and family benefits when they’re choosing their jobs,” Ryder said, adding that longer leave alone doesn’t solve the problem. Postpartum and return-to-work support are the most critical missing pieces of women’s health in the workplace, and phasing moms back into the workplace can help alleviate both emotional and physical stress and in turn improve retention.
Newman and Ryder stressed that this cannot fall entirely on the employee’s shoulders — managers, too, need to be held accountable for helping to provide additional support during this transition period.
3. Best practices for family-friendly work environments
What can companies do beyond expanding their paid leave policies? Fifth Third Bank, for instance, has a wildly popular maternity concierge program that helps pregnant women and new moms with their increased workload by shopping for groceries or taking care of other errands. Companies can do more to support breastfeeding moms who are pumping at work by improving their lactation facilities or shipping breast milk for traveling employees.
Moreover, managers need to get in the habit of regularly checking in with employees who have just had kids — and need to let the returnee set the tone. “Some women who return from leave aren’t given new challenges and they feel discounted,” Newman explained. “It’s a difficult time to feel devalued at work.”
For more tips on how to better support new moms at work, view the webinar here.
Originally published on Fairygodboss.