Published on November 23, 2011
Why do women still have to choose between having a career and having a baby? Why are they left with little choice but to opt out of the workforce or at best, scale down their ambitions? Unsympathetic organisations do not realise that not only are they doing female staff a disservice, but also losing out on good employees! What's more, discriminatory practices have a negative effect on other women employees as well.
On the other hand, caring for staff that are ‘in the family way' makes business sense as they will definitely work better, care about the company, be more satisfied and committed, less absent, trust the management and also more likely to stay with the organisation.
Research also proves that when employers are understanding and treat their pregnant employees fairly - performance ratings improve and most workers return to work after their maternity leave, that too with heightened loyalty!
It is high time organisations realise the long-term value of employees and take a proactive approach for building a pregnancy-friendly workplace.
And it's not just about baby showers and charitable indulgences! Meaningful support extends much further.
Create a sympathetic environment that accommodates the special needs in the pre- and post-natal phase like flexible schedules that can accommodate medical appointments, sickness and more frequent breaks. Be open to temporarily working from home, job sharing, adjusting the workload, alternative duties or relocating workstations. Ensure that the office has good ventilation, safe temperature and noise level, free of smoke and the expecting employee does not have to stand for long periods. Arrange a comfortable place for short rests and child care facilities so that nursing mothers can bring their newborns to work.
As Ms. Subha, an ex-faculty at NIIT Hyderabad exclaims, “Would it hurt companies to have a day care? After all, we women want to contribute and also be mentally comforted by the fact that our child is just a floor away. Especially after the maternity leave I would most definitely like to be near my kid!”
Review the maternity leave policy and other procedures and make sure managers are both aware of and sensitive to the special requirements. Prepare co-workers to extend adequate support as well.
Ms. Shivashankar, Associate Vice President - Diversity & Sustainability, HCL Technologies goes a step ahead with, “For women it is just not about policies and physical infrastructure, but also an effective support system to manage their priorities during this important life infliction point.
Peer support, counselling and ability to stay connected with the company during the maternity period are important requirements for many women today!”
Step in the right direction
Some organisations are indeed taking strong initiatives to improve the situation. Coca-Cola has launched a global programme aimed at supporting and promoting laws and policies that provide women with protection and equal rights to employment.
HCL technologies offers a whole range of programs to support women during the pre and post maternity times. Ms. Shivashankar explains, “Baby and U, the maternity care program offers a lot of benefits for mothers-to-be, like information and educational material, testing facilities at their doorstep, a welcome maternity kit and much more.
Then there are flexi-work options for new mothers and also the Work Life Balance Chat wherein a life coach addresses employee personal issues and helps them find a balance.”
Similarly, American Express has a special ‘Pregnancy Care' programme which takes care of the needs and concerns of expecting employees for the entire nine-month period. Employee Rajlaksmi Kumar elaborates, “The programme helps you in understanding what your body may go through during this period. There were books and written material provided to me, discount coupons for tests along with newsletters that keep informing you on a regular basis. If you are in the programme, they also send you reminders for periodic check-ups and tests”.
TATA Group has a distinctive ‘Second Career Internship Programme' aimed at women professionals who have taken a break in their careers and are looking to re-enter mainstream jobs while juggling family responsibilities. This offers flexible time schedules, limited travel conditions and project based activities. It also includes a six-month internship period as well as a mentor-and-buddy system that smoothens the entry and orientation phase into the organisation.
To sum up, the mandate for employers is simple: Treat the pregnant members of your workforce with care and concern as well as promote the respect, dignity and inclusion that they richly deserve!
Payal Chanania
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