This week, a great friend who works in one of the best technology companies shared an experience that made me reflect deeply on maternity policies in the workplace.
Her boss invited her to a coffee before her return to work, with the desire to know how she was preparing.
Is this really an adequate moment to set a meeting?
The transition from motherhood to work is often a process full of challenges. Companies that seek to really support their collaborators should think about how to facilitate reintegration, making it more gradual and less stressful.
An informal coffee with the naked eye may seem a positive gesture, although it could also be interpreted as a pressure to quickly return to the routine.
How can companies find the balance between establishing a dialogue on the future work and offering the emotional support that mothers need so much?
It is also crucial to put in the center of conversation not only mothers, but also to recent fathers. Being parents is undoubtedly one of the most transformative processes in our lives. The arrival of a child brings changes to the deepest, which deserve special attention.
Who is really occupying what women need at this significant stage? Are sincere, heart to heart conversations, recognize the emotional impact that the puerperium implies?
Is this policy authentic or just an appearance destined to comply with a check list on the corporate agenda?
Human resources can establish the best policy, but if there are no leaders who really connect empathically with what a recent mother is living, it is of little use.
On the other hand, the maelstrom of the corporate world, where the rhythm is accelerated and everything seems to be for yesterday, does not align with the internal times of the mothers.
Are the companies really prepared to support new mothers on this path? It is vital that, as a society and as professionals, let’s ask ourselves how we can improve and make the return to work a positive and enriching experience.
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By CEDOC
