How to help your staff return to work following parental leave

Australian mothers are among the most educated in the world, yet Australia is ranked 70th for women’s workforce participation in the Global Gender Gap Index. 

While government policy is primarily to blame, workplace policies can help close this gap, but only if all employees are equally supported. Companies must weave such policies into the workplace fabric for all employees, including men, non-parents and senior management.

Otherwise, they risk creating a ‘mummy track’, increasing the gap and further disadvantaging mothers.

Supporting parents at work is not a zero-sum game. Benefits for businesses include attracting and retaining talent, lowering absenteeism and saving recruitment costs. When people become parents, they are likely to be in the middle of their careers, either already in leadership roles or on the leadership track. Losing these employees can cost valuable corporate knowledge, mentoring opportunities and succession plans. 

Seven ways to attract and retain talent during the transition to parenthood.

1. Assume mothers want to work

   Not so long ago, motherhood was career-ending, but today, nearly three out of four mothers of children under 15 are employed. 

   Unfortunately, cultural attitudes are pervasive and mothers are still stereotyped as less ambitious and uncommitted to their careers. Mothers are not lazy or disinterested; they are structurally disadvantaged. 

   When mothers quit, it’s often due to a lack of support rather than a desire to be a stay-at-home parent. Assume your employees want to return to work after parental leave and actively work with them to create a support plan.

2. Assume fathers want to parent

   More young men than ever before are expressing a desire to be involved in parenting, but they are missing out. Only half of Australian fathers take their taxpayer-funded parental leave. Partly because it’s poorly paid and partly because men are more worried than women about the impact that participating in parenting will have on their careers. Enduring stereotypes of men as providers prevent them from being the fathers they want to be.

   Ensure workplace policies do not use gendered or biological language so that fathers, adoptive parents and trans parents can participate equally in parenting. Encourage employees — including senior leadership — to take their leave entitlements and participate in flexible and remote opportunities.

3. Create a culture of parenting loudly (and proudly!)

   One of the hardest things about being a working parent is the expectation to work like you don’t have children.

   Parenting loudly is talking openly about your children at work. Leaving early? Announce it’s for school pick up. Late for a zoom meeting? Explain you had to get snacks for your son. Weetbix on your collar? Blame your three-year-old!

   Demonstrate that you can be a professional and a parent, especially if you are a man or you are in a senior position. Being open and unashamed about your children at work is a gift to other parents and allows them to be their whole selves at work too.

4. Offer flexible and remote work

   Most parents want to work flexibly and mothers will quit if they can’t, so flexible work is critical for retaining talent. Flexible work means different things to different people, including remote work, condensed work weeks and job-sharing. 

   Despite the stigma, research shows that flexibility at work increases productivity, but there is a risk. Employees can become isolated from their supervisors and colleagues and excluded from opportunities.

   When planning synchronous work, consider times that allow parents to participate. For example, instead of breakfast meetings, ensure meetings are within school hours. Consider the different time zones of your employees too.

   Develop a clear policy to ensure options are equally available to all staff, including men and senior management.

5. Support breastfeeding

   Legislation protects breastfeeding at a federal level, and in all states and territories, but it’s often left to employees to bring up the topic of breastfeeding at work. Only one in three Australian mothers meet their own breastfeeding goals, and when mother’s quit breastfeeding their baby between six and 12 months, 25% say it’s because of work.

   The Australian Breastfeeding Association offers Breastfeeding Friendly Workplace Accreditation with three requirements:

   • The time during the working day to breastfeed or express;
   • A private, comfortable space for breastfeeding or expressing; and
   • A supportive culture from your employer and colleagues.

   A proactive approach to supporting breastfeeding at work means your employees don’t have to choose between work and breastfeeding. This can increase the chances that your staff will return and stay after they become parents.

6. Supplement government-funded paid parental leave

   Australian parental leave policies are among the worst in the OECD. Parental leave provided by our government is short, poorly paid and doesn’t include superannuation.

   Consider filling in gaps in parental leave provided by the government. Your organisation could pay superannuation to your employees while on parental leave, or you could offer additional weeks of paid leave. 

   Workplace Gender Equality Agency found that ​​three in five Australian organisations now offer paid parental leave, so if your organisation doesn’t keep up, you may lose staff to better offers.

7. Advocate for change

   Supporting women to work would add $25 billion to Australia’s Gross Domestic Product, and simple government policy changes could make this happen. Get involved in campaigns like The Parenthood to advocate for better paid parental leave and access to childcare. Call on federal politicians to legislate policies that support families.

   Future proof your workforce and start planning to support your parents today.