Mothers often find themselves returning to the corporate world to face discriminatory environments.
Instead of employers extending these five simple things: flexibility, lactation space, good health benefits, mental health support, and parental leave options, women are hit with maternity retaliation, reduced pay or hours, demotion, job loss, and other biases.
Maternity leave is a physically and emotionally demanding journey, often involving 2-3 hours of sleep a day, if that. It is a showerless, sore/cracked nipple, diaper-changing, bottle-feeding, breastfeeding journey of constant giving at a 24-hour pace, non-stop. It is joy, sadness, exhaustion, exhilaration, fatigue, depression, and gratitude – all in varying degrees. Every birth is unique and comes with its own set of challenges and idiosyncrasies.
The goal is not to receive preferential treatment but rather for employers to adopt specific non-discriminatory measures to address the current disadvantaged situation of women returning from maternity leave.
The burden of motherhood in the corporate environment also translates to her work ethic and abilities being questioned. When in fact, having a baby does not make you less of a good worker or a burden to the company. Unfortunately, employers who uphold this antiquated bigotry will continue to lose exceptional talent. It’s time to innovate and get flexible.
Here’s why: Infant and maternal mortality rates in the U.S. are higher than in many other developed countries. Additionally, up to 20% of women experience postpartum depression after giving birth. A recent study by the American Journal of Obstetrics & Gynecology found that nearly 9% of females of childbearing age (15-44) who died by suicide were pregnant or recently postpartum. Those are heartbreaking statistics.
After surviving one of the greatest miracles in life, it should be a top priority not to inhibit parents’ professional development and career growth as they support their families. Work-Life Balance is vital for all employees, especially working parents.
To create a better workplace for pregnant and postpartum women, employers should offer the following:
Flexible work arrangements/accommodations.
This includes remote work or flexible start and end times for their work day. A study by the National Bureau of Economic Research in 2015 found that mothers who worked from home completed 1.5 more days of work per month, on average, than mothers who worked in a traditional office setting. Another study conducted by the Harvard Business Review in 2018, and more recent studies, have continued to find that remote workers are more productive and feel more connected to the company. Many large corporations, such as Google, Amazon, Zapier, Microsoft, and Apple, have implemented flexible working arrangements and remote work policies, recognizing that they can improve employee productivity and satisfaction.
Designated nursing/lactation spaces for pumping.
A private and comfortable space for mothers to pump breast milk while at work is a requirement by law. The Patient Protection and Affordable Care Act’s changes to the FLSA, require employers to provide “reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express the milk.” Employers must also provide “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which an employee may use to express breast milk.”
Exemplary Insurance Coverage and Mandatory Short-term disability benefits.
Provide comprehensive health insurance coverage and short-term disability (STD) benefits to help cover the costs of prenatal and postnatal care, which can be expensive. Beware, many companies have STD plans with loads of restrictions and fine print that parents are not made aware of until their claims are denied. The Family and Medical Leave Act (FMLA) is similar but different in that it is mainly in place to protect your position during your absence but does not refer to payment during that timeframe (more on the differences here). Please read through your insurance plans before accepting a position and review your current plan before planning for a new child (when possible).
Mental Health resources and support.
This should be part of the comprehensive benefits package afforded to ALL employees. The World Health Organization (WHO) states that perinatal mental disorders, such as depression and anxiety, affect 10-20% of pregnant and postpartum women. It is imperative to offer these resources to help address any mental health concerns they may have, such as working mother guilt, burn-out, stress, or anxiety.
Parental Leave policies and options.
We all know raising a child is expensive, and daycare tuitions are as competitive as high-end mortgages. The United States is the only developed country that does not have a national paid leave policy, and only offers 12 weeks of maternity leave, while Denmark provides 24 weeks and the UK a whopping 52 weeks!). However, many companies have evolved maternity leave packages to attract top talent. This list includes companies like Adobe, Zillow, IBM, American Express, and Paypal. Parental leave policies should provide paid, job-protected leave. A good company will offer at least 50% of your current salary during leave; a lousy company (to be frank) will provide nothing.
The Biden administration signed the Fiscal Year 2023 Omnibus Spending Bill into law in December 2022. The bill includes the Pregnant Workers Fairness Act (PWFA), which goes into effect on June 27, 2023. According to the U.S. Equal Employment Opportunity Commission (EEOC), the PWFA requires employers to “provide reasonable accommodations to employees or applicants with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless providing the accommodation would cause the employer an undue hardship.” For working mothers’ sake, we hope companies adhere to the new provisions and do not create loopholes to continue their discriminatory practices.
Creating a more positive and productive workplace for all employees is not just about aesthetics. These changes benefit not only the individual employees but also the organization’s overall success.
FAQs
How long is maternity leave in the US?
Maternity leave in the United States varies from state to state. It also is based on the jobs themselves; there is no mandated law regarding how much or how little leave is offered. Most people in the United States do not have sufficient maternal leave. While some companies may offer up to six months, the majority cap the leave at 12 weeks, and some companies even less, just 6 weeks which is barely enough time to heal, establish a routine, or childcare.
Is there paid maternity leave in the US?
Yes, there is paid maternity leave offered in the United States. However, it varies from state to state; some companies provide 100% of a salary, while others offer 50-60%. No United States law mandates that maternity leave/paternal leave be paid.
When should a pregnant woman start maternity leave?
We recommend starting maternity leave a week (max) before birth. This is because, in most cases, afterbirth requires more time, energy, and healing than before birth. If you have a high-risk pregnancy with complications or trouble completing your day-to-day work, your doctors may recommend starting maternity leave much earlier. If you have extra PTO, you may also be able to use that to extend your leave as well. Try your best to do what you can to prepare/train your team about your position, process, and day-to-day workload to ensure a smooth transition to your maternity leave.
Read About: Breaking the Stigma: Self-Care and Therapy
Learn more about the U.S. Maternal Health Crisis here: Every Mother Counts