Celebrating Motherhood: Navigating Work & Family As A Modern Mom

Motherhood and career – two roles often seen as incompatible, yet millions of women around the world are proving otherwise. As we celebrate Mother's Day, we delve into the critical intersection of motherhood and the workforce with Deepti Mehta, Chief Human Resource Officer at Interface Microsystems. With a wealth of experience in human resources and a passion for fostering inclusive workplaces, she shares her insights on how we can empower mothers to thrive in their professional journeys while nurturing their families. 

How can we encourage mothers to re-enter the workforce when there's hesitancy in promoting fathers to take on caregiving responsibilities at home?

We can encourage mothers to re-enter the workforce while promoting fathers to take on caregiving responsibilities requires a multifaceted approach that addresses both societal norms and institutional policies.

Promote Gender Equality: Encourage organisations and policymakers to promote gender equality in caregiving responsibilities. We can do this through public awareness campaigns, education initiatives, and policies that support shared parental leave and flexible work arrangements for both mothers and fathers.

Workplace Policies: As an organisation, we should advocate for workplace policies that support work-life balance for all employees, regardless of gender. This includes policies such as flexible working hours, telecommuting options, and on-site childcare facilities.

Cultural Shift: In our current workspace we are challenging the traditional gender roles and stereotypes through education and awareness programmes. Also encouraging the discussions about the importance of shared caregiving responsibilities and the benefits of having both parents actively involved in their children's upbringing.

Leadership Support: We are ensuring that leadership within organisations to lead by example by promoting a culture that values work-life balance and supports employees in their caregiving responsibilities, regardless of gender.

Education and Training: Provide education and training programmes for both mothers and fathers to help them develop the skills and confidence needed to re-enter the workforce or take on caregiving responsibilities. This can include career counselling, skill-building workshops, and job placement assistance.

By addressing both the barriers that mothers face when re-entering the workforce and the hesitancy in promoting fathers to take on caregiving responsibilities, we as an organisation can create a more inclusive and supportive environment for all parents.

How crucial is it for peers and supervisors to actively contribute to a culture of understanding and flexibility?

We should understand that peer and supervisor support in fostering a culture of understanding and flexibility for new mothers is crucial for several reasons:

Validation and Acceptance: Peers and supervisors play a significant role in validating the experiences of new mothers and accepting their need for flexibility. When colleagues and managers openly acknowledge and support the challenges faced by new mothers, it creates a more inclusive and understanding work environment.

Reducing Stigma: In many workplaces, there may still be stigma or misconceptions surrounding working mothers. Peers and supervisors can help reduce this stigma by demonstrating empathy, respect, and support for new mothers' needs, thereby fostering a more positive and inclusive workplace culture.

Setting Examples: Peers and supervisors who model supportive behaviours towards new mothers set examples for others in the organisation to follow. When colleagues and managers prioritise understanding and flexibility for new mothers, it encourages others to do the same, leading to a more supportive overall culture.

Retention and Engagement: Support from peers and supervisors can significantly impact new mothers' retention and engagement in the workplace. Feeling supported and valued by their colleagues and managers increases job satisfaction and loyalty, reducing the likelihood of new mothers leaving the workforce due to feeling unsupported.

Productivity and Performance: When new mothers are given the flexibility and understanding they need to balance work and caregiving responsibilities, they are more likely to be productive and perform well in their roles. Supportive peers and supervisors can help alleviate stress and enable new mothers to focus on their work tasks more effectively.

Building Trust: Supportive relationships between new mothers and their peers/supervisors build trust within the team and organization. When new mothers feel comfortable discussing their needs and challenges openly with their colleagues and managers.

The active contribution of peers and supervisors to a culture of understanding and flexibility for new mothers is crucial for creating an inclusive, supportive, and productive work environment where all employees can thrive.

What strategies can organisations implement to ensure that mothers have equal opportunities for career advancement and professional growth?

Our organisations can implement several strategies to ensure that mothers have equal opportunities for career advancement and professional growth:

Flexible Work Arrangements: We are offering flexible work options such as remote work, flexible hours, part-time work-or job-sharing arrangements. This allows mothers to balance their work and family responsibilities more effectively while still advancing in their careers.

Equal Access to Development Opportunities: We must ensure that mothers have equal access to training, mentorship programmes, leadership development initiatives, and networking opportunities within the organisation. This includes providing opportunities for skill-building, career coaching, and exposure to challenging assignments. We took “Fly Again" initiative for first time mothers who were on sabbatical. This created a connectivity channel between their career and market opportunities.

Transparent Promotion Processes: We can establish transparent promotion processes that are based on merit and performance rather than assumptions about availability or commitment. We should also ensure that criteria for advancement are clearly communicated and provide feedback and support to help mothers progress in their careers.

Supportive Managerial Practices: We should train managers to be aware of unconscious biases and to provide support and guidance to working mothers. Encourage managers to have open and honest conversations with mothers about their career goals, challenges, and aspirations, and to actively support their professional development.

Regular Check-Ins and Support: Our organisation conducts regular check-ins with working mothers to assess their needs, challenges, and career goals. Provide ongoing support, encouragement, and resources to help them overcome obstacles and achieve their full potential.

By implementing these strategies, organisations can create a more inclusive and supportive environment where mothers have equal opportunities for career advancement and professional growth. This not only benefits individual employees but also contributes to the overall success and diversity of the organisation.

What specific actions can companies and employers take to provide tangible support and resources for working mothers?

Childcare Assistance: We should offer on-site childcare facilities, backup childcare services, or subsidies for childcare expenses to help alleviate the burden of childcare costs and make it easier for mothers to balance work and family responsibilities.

Flexible Work Arrangements: We are providing flexible work options such as remote work, flexible hours, part-time work, compressed workweeks, or job-sharing arrangements. This allows mothers to adjust their work schedules to accommodate their caregiving responsibilities and personal commitments.

Work-Life Balance Initiatives: Promote work-life balance initiatives such as wellness programmes, flexible scheduling, time-off policies, and support for employees to take breaks and recharge, which can help working mothers manage stress and prevent burnout.

Supportive Managerial Practices: Like previously mentioned, we should train managers to be supportive of working mothers by providing guidance on how to effectively manage and support employees with caregiving responsibilities. 

Parental Support Networks: We can establish support networks or affinity groups for working mothers within the organisation where they can connect with other mothers, share experiences, seek advice, and access resources and support tailored to their needs.