What managers can do for working mothers - Women's Agenda

What managers can do for working mothers

Managing a team of people presents a myriad of challenges, but handling a maternity leave absence and a new mother’s return to work is one that managers need to get right.

A good, supportive manager is pivotal – just as much as the employee – to the success of flexible work arrangements and helping women to remain in the workforce as they juggle their responsibilities as a mother.

While new mothers have the right to request flexible working arrangements upon their return to work (on “reasonable business grounds”), there are a few ways managers can help to make their return to work less stressful.

“Many managers, through no fault of their own, are not trained to [help] employees through pregnancy, maternity leave or their return to work,” says psychologist Sabina Read.

“So sometimes managers don’t say anything because they’re fearful they might say the wrong thing either emotionally or legally.”

According to PwC partner Nicole Salimbeni, the best thing a manager can do when an employee goes on maternity leave is maintain communication. Staying in touch, she says, helps the employee to stay connected with the team and makes their eventual transition much smoother.

Upon the employee’s return, Salimbeni emphasises the importance of being as understanding and flexible as possible.

“There is no doubt that it’s a juggle coming back to work with a young baby, a childcare routine and a ‘consuming job’. Finding the balance takes time,” she says.

“As a manager, being open and supportive of different ways of working, like different working hours or working from home, is important.”

In addition, a manager needs to be aware of those who may have lost their confidence during maternity leave.

“Sadly, some people lose some professional confidence after a period of maternity leave and can sometimes question their own abilities and whether they can ‘still do their jobs well’,” says Salimbeni.

“It’s rarely the reality of the situation, but helping them to rebuild their professional confidence is important. It’s important to be an observant and encouraging coach.”

If an employee appears to be finding the return to work particularly difficult and stressful, Salimbeni says regular coaching and support from those who have been through it is invaluable.

Four tips for managers:

  • Communicate: Stay in touch with the employee during their maternity leave. Establish and maintain lines of communication upon their return to work.
  • Be flexible: Be open and understanding about requests for flexible working arrangements.
  • Be supportive: Be aware of those who may have lost their professional confidence during their period of maternity leave. Be encouraging.
  • Be aware of an employee’s right to request flexible work arrangements and their right to breastfeed in the workplace.

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