Working Mothers: What Employers Can Do to Support Them

Working Mothers: What Employers Can Do to Support Them

During the peak of the pandemic, it was estimated that as many as 7 out of 10 working mother left their job due to the pandemic. Working moms are overworked; they usually have at least two jobs - taking care of children/households and going to “work”. With this in mind, employers should take into consideration how they can provide more support for their employees who happen to also be working mothers.

Some forms of support include flexible hours, telecommuting opportunities, paid maternity leave, daycare assistance, and having a child care referral program.

Now, we will take a look at each of these forms of support individually:

Flexible hours: Working Mothers sometimes need more flexibility than other employees. Working mothers can have their hours altered so that they are able to get the most out of both worlds - which can support them being at home with children/households while also still working.

Telecommuting Opportunities: Working Mothers (as well as other employees) should be given opportunities to work from home when needed or possible, depending on what is best for them and their family situation. Working moms should not have to choose between their children/households and work; they can do both if the proper support is given by employers and the duties and responsibilities of their role are able to adequately be completed away from the office. This may not be possible for employees that work in clinical positions.

Paid Maternity Leave: Most working mothers are entitled to at least 12-16 weeks of unpaid maternity leave (depending on whether your office is located in the USA or Canada), but companies could also provide these employees with paid time off to supplement mandatory unpaid Pregnancy/Maternity leaves. Some locations also have laws in place to give Working Mothers paid maternity leave, or there may be employment assistance (such as EI in Canada) where Working Mothers may receive some portion of their regular pay from unemployment benefits while they are away from work.

Daycare Assistance: Working mothers often find it difficult trying to juggle two jobs - taking care of children at home and going to work. Working mothers should be given the option to access assistance with their childcare needs.

Child Care Referral Program: Working Mothers must be able to trust who takes care of their child when they are at work, so a referral program from an employer would make this situation easier to navigate for Working Mothers. Working mothers should be able to trust the environment where their children are at while they work. Working mothers can use a referral program from an employer as a resource for finding trustworthy daycare.

Employers need to take Working Mothers into consideration when they are creating their company policies, procedures, and overall culture of the company. The pandemic is taking a toll on working moms, and employers need to be prepared for this. Employers should consider flexible hours, telecommuting opportunities, paid maternity leave, daycare assistance, and having a child care referral program if they want their employees - especially those who are mothers - to see the benefit in returning to work one day soon.

Do you have any ideas about what else your company can provide for its female workforce? Let us know! We’ll help assist with implementing them into your business plan or recruitment and marketing strategies by looking at the various ways that these initiatives will improve employee engagement in your dental practice. Contact our team of experts today at info@streamdentalhr.com so we can get started planning out how you can increase engagement in your office!