Working mothers face a myriad of challenges balancing professional responsibilities with familial duties, often leading to their exit from the workplace. The decision to leave can stem from various factors, including inadequate support systems, inflexible work schedules, and ingrained societal expectations. Many workplaces still operate under traditional models that prioritise a linear career trajectory, overlooking the unique needs of working mothers. 

As a result, mothers often find themselves torn between competing demands, ultimately feeling compelled to prioritise family over career advancement. The departure of working mothers from the workforce not only represents a loss of talent and expertise but also perpetuates gender disparities in the workplace. 

Without adequate support structures in place, many women are forced to choose between their careers and family life, contributing to the persistence of the gender pay gap and underrepresentation of women in leadership positions. Moreover, the lack of diversity among decision-makers can lead to oversight regarding the specific challenges faced by working mothers, perpetuating a cycle of exclusion and inequality. 

It is crucial for leaders and HR professionals to prioritise the creation of a more inclusive workplace environment for working mothers. By acknowledging and catering to the unique needs of this demographic, organisations can cultivate a culture that embraces diversity, equity, and inclusion. Flexible work arrangements, support for childcare, and mentorship programs are among the initiatives highlighted by Ms Manika Awasthi, Chief People Officer at Compass Group India, during an exclusive interview with People Matters. 

These measures serve to alleviate the challenges faced by working mothers, allowing them to flourish in their professional endeavours. Ms Awasthi, a recipient of the Leadership Award for HR, emphasiwed the importance of nurturing a workplace culture that is supportive and understanding. Such an environment empowers working mothers to fully immerse themselves in their roles without the fear of being judged or penalised. By championing inclusivity for working mothers, organisations can tap into the full potential of their workforce and drive sustainable success in an increasingly competitive business landscape.

Excerpts from the interview: 

How prevalent is bias and discrimination against working mothers in the workplace, and what impact does this have on their career advancement and opportunities?

Working mothers often come across stereotypes and presumptions about their dedication, capabilities, and accessibility while at work. These prejudices often lead to lesser chances at career progression, wider pay disparity and exemption from prominent projects or leadership positions. Working mothers need to rely on a solid support system at home which can function as a catalyst in balancing work and fulfilling caregiving duties.

Organisations must create a supportive and inclusive atmosphere that inspires working mothers to do their best at work and fulfil other priorities in their lives. At Compass Group India, we have a Women Leadership Network that supports women in networking and mentoring at key inflexion points in their lives to cultivate a more inclusive workplace. In the International Women’s Day week, we have organised a Mentoring Series for our employees.

How can organisations implement flexible work arrangements to accommodate the needs of working mothers while maintaining productivity and performance?

At Compass Group India, we support working mothers by incorporating a hybrid work model. The key lies in flexibility and adaptability to create a work environment that meets the needs of both employees and the organisation. Considering the myriad nature of employee segments that we have, a one-for-all work-from-home policy might not work us. We encourage our leaders to provide flexibility to the needful employees for working in whatever capacity that suits them at best without compromising on work. 

Establishing guidelines and outlining the types of flexible arrangements available, give employees the option to choose what works for them and how they manage their schedules. Promoting a culture of trust and accountability is essential, where employees are empowered to manage their schedules and deliverables effectively. 

Moreover, technology acts as an enabler in ensuring that employees remain accountable and result-oriented regardless of their work location or schedule. Regular check-ins and performance evaluations allow for timely adjustments and support as needed. Overall, adopting a strategic and supportive approach to flexible work arrangements creates inclusive work environment that meets the needs of working mothers while driving productivity, engagement, and performance across the board.

Are there external resources or partnerships that HR departments can leverage to provide additional support for working mothers?

Collaboration with local agencies that provide childcare services or subsidies for employees can turn out to be helpful. Connecting with communities or non-profit organisation that focus on women's empowerment and family support can assist in providing valuable resources like workshops, mentorship programs, or networking events tailored to the needs of working mothers. 

Another simple but effective way to support new working mothers is by creating a Mothers’ Support Group where they can come together to share their challenges, empathise, and provide guidance to each other. Leveraging external resources and partnerships can enhance the support and assistance available to working mothers, ultimately contributing to their success and well-being in the workplace.

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What are some emerging trends or best practices in supporting working mothers that HR departments should be aware of?

Offering flexible work schedules, remote work options, and compressed workweeks to accommodate the needs of working mothers while maintaining productivity are some of the practices that are now being adopted by various companies. There is emphasis on parental leave policies to provide longer and more inclusive leave options for both mothers and fathers, including paid leaves and phased return-to-work programs. 

Organisations must cultivate a supportive and inclusive culture that values work-life balance, promotes gender equality, and proudly celebrates the contributions of working mothers. Additionally, introducing wellness programs that address the unique physical and mental health needs of working mothers, like lactation rooms, stress management workshops, and fitness classes also go a long way in supporting them.

What final advice or recommendations do you have for HR departments looking to better support working mothers in the workplace?

HR needs to ensure that their organisational culture values diversity and inclusion, where working mothers feel valued, supported and empowered. Adopting a flexible work schedule to meet the unique needs of working mothers allows them to balance their professional and personal responsibilities. At Compass Group India, we have implemented programs and initiatives that support the career growth and development of working mothers, such as mentoring programs and leadership-driven training. 

By creating a safe and open environment where working mothers feel comfortable discussing their needs and concerns with their leaders, HR can provide trust and transparency. The HR team plays a key role in creating a supportive and inclusive environment where working mothers can thrive and succeed in their careers.