Written By Kamakshi Pant:
A notification pops up on your screen – your high-potential employee (HIPO), Priya, is returning after maternity leave! A wave of relief washes over you. Priya is a rockstar developer, and her absence left a noticeable gap in the team. In her absence, the team has also been through different challenges, wins, and usual changes that happen every week.
Priya’s return highlights a crucial challenge – ensuring talented women like her feel supported after metarnal leave. It is important to ensure that empowerment is done holistically and carefully considering the different dynamics that exist in the workplace. Hence, amidst the excitement, a nagging worry creeps in. How can we ensure Priya feels welcomed back, not just as a returning colleague, but as a working mother?
There’s no one-size-fits-all answer. Priya’s life has undergone a seismic shift – the joys (and sleep deprivation!) of motherhood are a whole new reality. A simple ‘welcome back’ just won’t serve the purpose.
This isn’t an isolated concern. A NASSCOM report throws a harsh light on the situation – a staggering 43 per cent of women in IT leave their jobs after childbirth. This exodus hurts not just these talented women, but the entire industry’s potential.
Why do they leave? The answer lies in the struggle to balance motherhood with demanding careers. Traditional work schedules are a mismatch for the unpredictable needs of a child. Add to that the immense pressure of finding reliable, affordable childcare, and the pressure becomes overwhelming. Mothers, stretched thin, may feel unsupported and ultimately make the heartbreaking decision to leave their careers behind.
But there’s hope! Companies can bridge the gap for working mothers like Priya with some smart solutions:
* The Power of Flexibility: Forget rigid schedules! Empower employees like Priya to design a work arrangement that fits her needs. Could she work remotely some days? Or perhaps adjust her start/end times? Studies like Stanford’s showcase the benefits. Accenture’s flex model, for instance, saw a 13 per cent productivity boost!
* On-site Childcare – A Game Changer: Imagine Priya being able to drop her child off at a daycare facility within the office building. This can be a game-changer, reducing stress and allowing her to focus with peace of mind. Companies like Infosys have seen the positive impact of on-site childcare, with a Catalyst study showing a 57% increase in mother retention.
* Fostering a Supportive Culture: Policies are important, but creating a supportive environment is crucial. Programs like HUL’s “We Care” initiative demonstrate the power of community and belonging. Making employees like Priya feel understood and celebrated goes a long way in boosting morale and retention.
Studies show empowered and supported mothers are not only more productive but also tend to be loyal employees. By creating a supportive work environment, we can retain top talent like Priya and unlock her full potential.
Investing in Mothers is Investing in Success: Supporting working mothers isn’t just the right thing to do; it’s a smart business decision. This isn’t just about Priya; it’s about India’s every sector reaching its full potential. When women are empowered to participate fully, everyone benefits. By bridging the gap, we can ensure new moms like Priya thrives and paves the way for a more prosperous future for India’s overall growth trajectory.
(The author is chief business officer at Taggd)
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