Returning to the workplace after becoming a parent can be a daunting transition, often complicated by stress, anxiety, and unconscious bias, particularly against mothers. Many companies lack structured plans to support this reintegration, leaving new parents feeling unsupported and undervalued, which can hinder their career progression and job satisfaction. At Leva, we understand the critical need for a more inclusive and empathetic approach. By training HR professionals and equipping managers with the right tools, businesses can create a supportive environment that fosters effective communication, boosts morale, and enhances productivity, ultimately leading to a more loyal and engaged workforce. This article offers practical strategies and real-world examples to help your organization better support returning parents.

Key Takeaways:

• Unconscious bias against parents, particularly mothers, can hinder their career progression.

• Training managers on flexible work arrangements, phased reintegration, and open communication is crucial.

• Mentorship programs, childcare resources, and lactation support are essential for a smooth transition.

Leva Offers Targeted Training Programs for HR Professionals:

• Parental Leave

• Employee Life Transitions

• Mental Health Awareness

• Responsive Leadership

Unconscious bias and communication gaps can significantly stall a parent's return to the workplace postpartum. Most companies do not have a plan for employees to reintegrate themselves into the workplace after becoming a parent, nor do many managers acknowledge the additional stress and anxiety that often accompanies this transition.

No Need to Stress. We’ve Got You Covered!

Here are some recommendations on how HR leaders can train supervisors and managers to better support their staff for more effective communication and higher workplace morale:

Understanding the Challenges:

Shifting Priorities: Returning parents often juggle childcare, household responsibilities, and work demands. Managers trained to understand these challenges can be more empathetic and accommodating.

Unconscious Bias: Managers might unconsciously hold parents, particularly mothers, to different standards. Training can raise awareness of these biases and how they can impact performance evaluations and opportunities.

For instance, a study by LeanIn.Org and McKinsey & Company found that working mothers are:

• 3x more likely to be rated as highly competent when they are seen as prioritizing their work over their families.

• Penalized for prioritizing their families, even when fathers are not. [Source: McKinsey & Company: Women in the Workplace 2022]

Tips For HR Managers To Create A Better Working Environment for Parents:

Flexible Work Arrangements: Explore options like remote work, flexible schedules, or compressed workweeks. Train managers on the benefits and implementation of these arrangements.

Phased Reintegration: Implement a gradual return with reduced hours or eased workload for parents to adjust.

Open Communication: Encourage regular check-ins with returning parents to discuss workload, concerns, and adjustments needed.

Mentorship Programs: Pair returning parents with experienced colleagues who can offer guidance and support.

Examples:

• Ernst & Young (EY): EY's "ReLaunch" program pairs returning parents with experienced colleagues who offer guidance on career development, skill updates, and navigating the internal network. [Source: Ernst & Young]

• PwC: PwC's "Returnship Program" connects returning professionals with mentors who provide support and guidance during the reintegration process. [Source: PwC]

Childcare Resources: Provide information on childcare options in the area or explore on-site childcare facilities (if applicable). Childcare is one of the most pressing concerns of women returning to the workplace, as it is expensive and often working means most earnings go directly into childcare.

Lactation Support: Ensure access to private lactation spaces and flexible pumping schedules for breastfeeding mothers.

Employee Benefits: Benefits geared toward parents and new mothers can alleviate some of their stresses and demands. They will also allow new parents to access mental health services, contributing to a better and more productive work environment. Find out more about the Leva Platform for your employees.

Leva Training Short Courses For HR Professionals:

Parental Leave: Support, Training, and Retention: Equip managers to effectively support new parents, minimizing disruption and maximizing retention.

Employee Life Transitions: Help employees navigate major life changes, ensuring a smooth transition and continued engagement.

Mental Health Awareness: Break down stigmas and empower your team to prioritize mental well-being, fostering a more supportive work environment.

Responsive Leadership: Cultivate leaders who understand and support employee needs, leading to a more engaged and productive workforce.

To book your training, email: contact@levaapp.com

Additional Resources:

• Society for Human Resource Management (SHRM): SHRM offers resources and toolkits on supporting working parents, including managing parental leave and flexible work arrangements. [Source: SHRM]

• LeanIn.Org: This organization offers resources and guidance for working mothers, which managers can share with returning parents. [Source: LeanIn.Org]

By training managers on these strategies, HR can create a more supportive environment for returning parents, leading to improved communication, reduced bias, and ultimately, a more productive and loyal workforce.