Balancing Work and Motherhood: How You Can Navigate Supportive Policies and Programs for a Healthy Work-Life Balance
- TechinMama
- Apr 14
- 10 min read
The life of a working mother, or single father, can be a challenging balancing act. While the joy of motherhood is immense, managing career demands can feel overwhelming, leaving you in constant overdrive, attempting to be everything to everyone. Thankfully, many organizations today are beginning to recognize how important it is to support working mothers through thoughtful policies and programs for a healthier work-life balance.
In this blog post, we will explore practical tips for organizations that aim to improve how they support working mothers, and any other allies that can relate. We’ll cover essential topics such as childcare programs, maternity laws, and the Family and Medical Leave Act (FMLA). We will also discuss how to effectively navigate workplace policies and ensure compliance with Human Resource guidelines.
With the right support in place, working mothers can thrive in their careers while nurturing their families, without compromising one for the other. In former generations, it was often said that it takes a village. Although it takes a village, the village has to be equipped with the right information, tools, and communication skills to positiviely and productively advocate for those that need it.
Understanding the Support Available
To successfully navigate the workforce while managing motherhood, it is crucial to understand and be privy to the support available. Many organizations, cities, and communities now offer specific programs and policies that align with the needs of working mothers. However, if you are not aware of where to look for them, or how to seek them out, then it is of no use. Let's discuss a few programs and policies to look for, and how organizations can advocate or direct their employees in need.
Childcare Programs
Effective childcare programs are vital for working mothers, and allies. Organizations should collaborate with local childcare facilities to provide safe, affordable, and accessible options for their employees. For example, larger companies have onsite childcare services, allowing parents to leave their children in a safe environment while they work. Studies show that companies with integrated childcare services see a 20% reduction in turnover rates among mothers. My previous experience with companies that may not have had childcare facilities on-site, developed relationships with local childcare facilities to refer employees to, to better assure parents their children were in quality care.
In today's society, finding the right childcare facility can be daunting for mothers. Organizations can help by providing resources that guide employees in choosing childcare services, offering employer-sponsored childcare subsidies, or developing onsite childcare solutions. Research from the Society for Human Resource Management found that 83% of workers would be more productive if they had reliable and consistent childcare.
Creating awareness of available programs can significantly improve workforce morale and reduce the stress associated with childcare arrangements. In smaller areas, it may serve smaller organizations to develop healthy relationships with certified in-home providers, to further drive development of local communities.
If none of these are options for you, then visit your state's respective website to search for quality childcare options in your local area. Typically, this will include information related to:
Facilities that are up to date and certified according to the state and/or federal mandates.
Information related to any relevant complaints, reports, and violations.
Information related to standard policy and procedures.
If at any point there are any question, pick up the phone and dial the respective number so that a representative can guide you.
Breastfeeding Support
Many individuals are not particular about the saying "breast is best". It is. It's a crucial part of motherhood but often conflicts with job demands, leaving moms opting for formula and other options. Opting for other options is not a bad thing, however, when moms opt to breast feed its important to understand the challenges that come with it, to better understand how you can support your employees. Breast milk adapts to the babies needs by customizing the milk according to the immunological system. In other words, the glands within the breast communicates with the babies saliva's and is able to provide the critical vitamins and nutrients the baby needs. You'll also notice texture and color related changes throughout your breastfeeding journey. In comparison to formula, which is whatever ingredients and vitamins they include within the package. Always do what is best for you, but understand the differences and implications!
Organizations should create a supportive environment by providing designated lactation rooms for breastfeeding mothers. These rooms should be private, comfortable, and equipped with amenities like refrigerators to store breast milk. In North Carolina, a Breastfeeding toolkit is available, and recommends businesses with more than 50 employees, include a private lactation room. This is in alignment with federal mandates, such as, The Fair Labor Standards Act (FLSA), which was amended by the PUMP for Mothers ACT, requires a non-bathroom lactating space for lactating employees, with an appropriate break time to step away and pump. It's important for businesses to understand legislation to inform their employees, to ensure their business remains compliant.
Building flexible schedules allows mothers to take necessary breaks to pump throughout the day. For instance, studies show that women who had access to breastfeeding breaks reported 85% satisfaction with their workplace. Providing educational resources and training for staff on breastfeeding issues helps foster empathy in the workplace, making it easier for mothers to balance work and breastfeeding. I attribute one of my favorite teams and organizations to the success of my breastfeeding journey. More important than enforcing policy, is ensuring your hiring practices onboard individuals whose intrinsic ethics, morals and values align with your organizations culture and implemented policies.
Maternity Laws and FMLA
Understanding maternity laws is vital for working mothers to achieve healthy work-life balance. The Family and Medical Leave Act (FMLA) allows eligible employees to take a period of leave for childbirth and bonding. This includes mothers and fathers, and is not to be confused with any additional policies your specific organization implements. Many thriving business, will afford their opportunities paid time off in addition to FMLA time. This is typically scheduled in alignment with business needs, to plan for an employee to temporarily leave. In some cases, a temp is used until the employee returns. It is essential for organizations to inform all employees about their rights under the FMLA and provide clear guidelines on how to request such leave, to mitigate business disruption.
Many states, like California and New Jersey, offer additional maternity leave benefits, enhancing support for working mothers. Organizations should encourage their HR teams to stay updated on local regulations to ensure compliance and transparency regarding maternity rights. Clarifying these rights can empower mothers to take the necessary time for recovery and bonding without fear of negative repercussions at work. For individuals with capabilities to influence legislation and policy changes, its important to educate yourself on what other states are doing or take audits of local employee sentiments to moderinize local policy and procedures.
Some relevant and important laws to keep top of mind to ensure your business is compliant and you are capable of advocating for your employees are:
Family and Medical Leave Act (FMLA): This law provides up to 12 weeks of unpaid, job-protected leave per year for eligible employees to care for a newborn child, or for other medical or family reasons. It also ensures that employees' health insurance coverage continues while on leave. To be eligible, employees must work for a covered employer (generally 50 or more employees) and have worked there for at least a year.
Pregnant Workers Fairness Act (PWFA): This law, effective June 27, 2023, requires covered employers to provide reasonable accommodations to workers with pregnancy-related conditions, such as allowing them to adjust their work duties, schedule, or workstation, according to the U.S. Equal Employment Opportunity Commission (EEOC). It expands the protections under Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA).
Fair Labor Standards Act (FLSA): This law provides protections for nursing mothers, requiring employers to provide reasonable break time and a private place, other than a bathroom, to express breast milk while at work for up to one year after the child's birth, according to the U.S. Department of Labor.
Title VII of the Civil Rights Act: This law, as amended by the Pregnancy Discrimination Act (PDA), prohibits discrimination based on pregnancy, childbirth, or related medical conditions in any aspect of employment. This includes hiring, firing, pay, promotions, and training.
Medicaid Postpartum Coverage: Some states have extended Medicaid postpartum coverage to 12 months, allowing women to access the full Medicaid benefit for pregnant and postpartum individuals during this period. You can also use the Medicaid Postpartum Coverage Extension Tracker, to check whether or not there was an extension in your state.
In addition to these federal laws, many states have their own individual laws regarding maternal leave, breastfeeding, and other pregnancy-related issues. Important maternal laws in the US includes the major laws mentioned in addition to other mandates by your state and the organization of which you are employed by. Remember, the Fair Labor Standards Act (FLSA) protects nursing mothers' rights to break time and a private space for expressing breast milk. Much of this information should be provided to you during onboarding of a new organization.
If you are a business, ensure that you provide your employees with the appropriate and relevant information during a thorough onboarding period.
Reporting Structures for Compliance
Although policies, procedures, guidelines, laws, and other relevant mandates exist, not all businesses follow them. When beginning an organizations, it's important for you as the employee to figure out the internal reporting structures. This is crucial for YOU, as a working mother, when policies are not being followed. Organizations should create clear channels for employees to voice concerns without fear of backlash. In the event that a person does feel their rights have been violated, redirect to the U.S. Equal Employment Opportunity Commission to learn more about other options available.
Developing anonymous reporting options regarding maternity leave violations or lack of support can enhance overall trust within the organization. Accessible online forms, hotlines, or designated personnel can facilitate easier communication for mothers, and allies, experiencing workplace challenges. According to recent surveys, organizations with transparent reporting mechanisms see a 30% increase in employee satisfaction.
By ensuring proper compliance mechanisms, organizations create a culture of accountability and support for working mothers, and all allies.
Partnerships with Local Businesses for Safe Childcare Options
Partnering with local childcare providers can give organizations an edge in supporting employees. Companies can negotiate group rates or discounted childcare services, which can alleviate the financial burden on working mothers and support local businesses.
Consider organizing childcare fairs where working mothers can meet childcare providers, learn about their services, and make informed choices. Sharing childcare resources through internal newsletters or communication channels keeps all employees informed about their options, driving engagement and participation. Nanny sharing is an affordable option for friends and families interested in keeping their kiddies together.
Successfully Requesting a Pay Raise
Achieving equitable pay presents additional challenges for working mothers. Many mothers may not know how to effectively advocate for themselves when seeking a pay raise. Many mothers may occassionally feel they are not deserving because of the time needed to dedicate in the home, opposed to working late. There was a period in my career where I felt this way, even with working late. However, the goal is to work smarter and not harder. Long hours does not equate to quality or productive work. It's all about how you allocate your time to achieve some outcome. The outcome is the measurable thing.
Always be sure to gather evidence of your contributions and achievements within the organization. Track your successes, such as leading important initiatives or managing key projects, to strengthen your case for compensation discussions. It's important to maintain a running document to keep your own records of things you do. Humans tend to suffer from recency bias, where we remember the most recent "thing". Therefore, keep track of your contributions at all times.
Researching industry standards for your role can also help you determine appropriate pay rates. This data, combined with your contributions, can form a compelling argument for your request. Timing is crucial for these discussions. Schedule a meeting when your supervisor or manager is more likely to be receptive, perhaps after a successful project wrap-up or during performance reviews, to frame your request positively. If you're in a more structure organization, its important to request skip level meetings at some cadence. If your organization does not do this, then its important to advocate for yourself.
Compliance with Human Resource Guidelines
Understanding and adhering to HR guidelines is essential for working mothers navigating the workplace. Familiarize yourself with your organization's employee handbook, especially sections related to maternity leave, working hours, and benefits.
Maintaining open communication with HR regarding your situation can provide clarity and support as you utilize your maternity leave. Proactive inquiries can help you stay compliant and informed throughout your journey.
Additionally, a healthy relationship with HR can lead to better understanding and support, especially during transitions, such as returning to work after maternity leave. However, as an HR professional serving the people and the organization, its important to remove bias (despite the relationship) as you are the professional upholding the policies, procedures and legal mandates on behalf of the business, to avoid lawsuits and other legal concerns.
Ethical and Legal Considerations
Ethical considerations have played a significant role in shaping workplace policies around maternity. Organizations must ensure that no discrimination occurs against working mothers. See earlier sections for guidance on what to do if you, yourself, feel you have been discriminated against. Compliance with legal regulations can safeguard mothers’ rights and promote an inclusive work environment, while also ensuring a compliant business.
Providing training around ethical considerations related to motherhood and work-life balance can nurture a culture of empathy and respect. This approach can create a safe environment where mothers feel supported and valued, with confidence.
Employers are ethically bound to uphold family-friendly policies, therefore, continuous evaluation of these policies ensures they remain effective and responsive to the evolving needs of working mothers. This includes ensuring these policies in alignment with any amended or more modernized policies in place.
Fostering a Supportive Workplace Culture
Achieving a healthy work-life balance is a continuous challenge for working mothers, and many allies. By everyone understanding their respective role in supporting policies and programs available, mothers and allies can navigate this journey more effectively, and peacefully. Organizations that prioritize employee well-being through childcare initiatives, maternity support, and ethical compliance foster environments where mothers can flourish both personally and professionally.
Promoting understanding, compassion, and flexibility can significantly transform the lives of working mothers, ensuring they feel valued and supported in their dual roles. As you gather knowledge on these topics, consider how you can contribute to a more inclusive workplace for all mothers.
Striving for balance requires a collective effort. Together, we can create workplaces that not only celebrate motherhood but also empower women to thrive in their careers and at home.
By educating yourself and advocating for businesses to implement supportive and healthy policies around work-life balance, you can impact not just your own journey as a working mother but also the journeys of countless others. Remember, you are not alone in this evolving and continuous endeavor.
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