Supporting Returning Mothers - Beyond The Policies
According to a recent article in People Management, the employment rate for mums is at a 20-year high - a statistic that, on the surface, signals real progress towards workplace equality.
However, while this is positive news for working mums who feel supported and confident in their roles, it tells only part of the story. For many others - those who feel overwhelmed, undervalued, or unsupported - the reality is far less encouraging.
Far too many mums still report feeling like they’re losing ground in the workplace. Fewer than 1 in 5 women say they feel confident returning to work after maternity leave. Many experience isolation, judgement, and uncertainty as they try to navigate the complex process of re-establishing themselves professionally while balancing their responsibilities at home.
This experience can often mark the beginning of a downward spiral in confidence and engagement. In fact, once the return-to-work transition is mishandled, the relationship between employee and employer rarely fully recovers.
To address this, many organisations have introduced flexible working policies or childcare subsidies. These initiatives are valuable, but without a shift in workplace culture, they’re unlikely to create lasting change.
So what can organisations do to truly support mums returning to work and foster a genuinely inclusive, family-friendly environment where they can thrive?
Here are four key strategies:
1. Build a Working Parent Community
Creating a dedicated community for working parents and carers gives returners a much-needed space to connect, share experiences, and raise concerns. It helps foster a sense of belonging, particularly for those who may not have regular interaction with other parents at work.
This kind of community benefits from structure. Ideally, a volunteer should act as the group chair, while a senior leader takes on a sponsor role to ensure the group’s voice is heard at the highest levels of the organisation.
While Slack channels can serve as a useful starting point, structured options like group coaching sessions offer a supportive and safe environment for working parents to learn from one another.
2. Offer Parental Leave Coaching
Providing returning parents with access to executive coaching is an impactful way to support them during the transition. A coach offers a confidential space to address challenges, reframe career goals, and create boundaries that align with new family responsibilities.
Such an investment sends a clear message: parents are valued and welcome. Extending this support to fathers also encourages shared parental leave – a key step toward more equitable caregiving roles and helping mums return to work sooner, with greater confidence.
3. Train Managers to Lead with Confidence and Care
Even experienced managers can feel unsure about how to support team members through maternity leave, especially if they haven’t been through it themselves.
That’s why comprehensive training is essential. It should cover policies and legal responsibilities, the psychological impact of leave and return, and the practical challenges many new parents face. It’s also an opportunity to equip managers with tools to foster psychological safety and trust within their teams.
To embed the learning, organisations should provide regular refreshers and encourage ongoing feedback from working parents to help managers continuously improve how they offer support.
4. Make Thoughtful, Unexpected Gestures
Apple’s philosophy of “surprise and delight” can be just as effective in the workplace. A small, thoughtful gesture can go a long way in making a returning parent feel seen and supported.
This could be as simple as a personalised note or a small, meaningful gift that acknowledges the challenges of returning to work. One example: gifting a photo frame on a parent’s first day back, giving them a place to proudly display a picture of their baby. It’s a small but powerful symbol that they’re welcome and that their new identity as a parent is respected.
Of course, there’s no one-size-fits-all solution, and organisations don’t need to adopt every initiative to make a meaningful difference. The key is to go beyond policy alone and create a culture that truly understands and values returning mums.
Only then will they feel safe, empowered, and able to bring their full selves to work.