Policies and steps for creating mother-friendly workplaces

In every society, being a mother is seen as a great privilege. The opportunity to raise another human being and introduce them into society is a significant duty that needs a great deal of talent, perseverance, and compassion. Furthermore, the job is never-ending – Motherhood never ends, a woman is always a mother to her children for the rest of her life. Motherhood is much more than a term; it is a treasured feeling and a journey that alters every woman's experience. Having said that, being a mother can be a daunting task and it is much more adm .irable .while working . and juggling a career .. .

Participation of women in the workforce is important not only from an organization's perspective ., an individual perspective . but also for economic development . of the nation and the world .. Working women are becoming .an integral part of every walk of life, every industry and profession ., driving the economy with exponen .tial growth.

With the changing times, corporations are recognizing the value of having women in decision making roles by enacting policies and taking steps to create a welcoming environment.

Policies and Steps for Creating a gender inclusive Workplace

Simply hiring women is not inclusion. It takes a lot more than just recruitment to create a work environment that is sensitive and enabling towards women going through different life stages- from marriage, to having children, to taking care of growing children, to taking care of children with different needs. It is essential for organizations to take a long hard look at their policies and processes to ensure that these life stages do not become invisible barriers to career continuity or growth of their women employees.

Prenatal care programs can help the business thrive because motherhood begins before the baby is born and continues long after the baby is born. Working mothers, on the other hand, are becoming a resilient demographic. In this scenario, HR plays a very significant role, and the policies they drive can create an inclusive environment in the organization. Making a workplace more mother-friendly is easier said than done. However, it is possible to achieve it by adopting the following activities and policies:

Psychological safety

All expectant mothers need to be made aware that their future career and role will be secure once they return from maternity leave. Sensitization of reporting managers, colleagues, temporary resource policy, transparent guidelines of performance ratings for women on maternity leave are some practices that can be rolled out so that women do not feel that they lose out or have to pay ’motherhood penalty’.

Flexible Working

In the scheme of life, motherhood never ends. Toddlers do not stop existing between the hours of 9 to 5, teens require transportation after school, and most daycare services require sick children to stay at home. As a result, the best strategy to assist a mother at work is to allow her to work on a flexible schedule, so she may handle the baby's life stage. Of course, not all jobs are designed for flexible hours. That is fine. Conversely, integrating policies for mothers might be a great way to assist them with their work-life balance.

Transparent and Empathetic Culture

Nowadays, organizations have facilities that support mothers, such as on-campus crèches, breastfeeding/pumping rooms, milk storage facilities, and work from home policies. But there's a difference between a policy on paper to work flexible hours and actually feeling it. For instance, if a company provides a separate room for mothers, employees need to be aware that they have the right to use it as needed during working hours without consequence.

Stating clearly to the entire firm how employees can use benefits without adverse impact on learning, growth, access to assignments will put everyone at ease, even employees without children who plan to raise children in the future. While the firm expects employees to be transparent, honest, and capable of communicating their demands, the HR department should also go out of its way to relieve the load. Thus, organizations need to keep transparency and empathy towards mothers as well as other employees for a friendly environment.

Schedule work activities during work- Mothers do not usually have the same scheduling options as other employees. They can't readily reschedule their days to accommodate happy-hour drinks or weekend conferences. Maybe this doesn't seem like a big deal—drinking after work isn't exactly a required work experience. However, socializing outside business hours is still a real-world experience, and many employees are concerned that missing one may jeopardize their networking and hence careers. Though the solution is apparent, the company can organize social gatherings during working hours. This eliminates employees' pressure to attend events for which they are unable to make time.

Final Thoughts!

The corporate landscape is changing in tandem with the passing of time. Creating and sustaining policies that working mothers can get benefits from after returning from a break or while working can greatly help the firm to flourish. Thus, incorporating the policies into the company culture can provide the brand with a competitive edge in the field. Most importantly, doing so makes every person feel appreciated at the organization—and that's a culture worth fighting for.

Inputs from - Ms. Sonica Aron, Managing Partner and Founder, Marching Sheep