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Breaking the Mold: Evolving Parental Leave for Modern Families
The landscape of parental leave has seen significant transformations in recent years, with notable changes benefiting fathers and their partners. High-profile employers, including the likes of Morgan Stanley and Allen & Overy, have championed extended and paid paternity leave, recognizing the importance of fathers bonding with their children and alleviating pressure on mothers. This progressive shift also has the potential to combat gender discrimination in the workplace.
However, it isn’t just fathers who have seen changes in parental leave. Employers across industries are now offering innovative return-to-work coaching programs and buddy systems, empowering new mothers to navigate the challenging post-leave transition. One such company leading the charge is Aviva, introducing groundbreaking coaching initiatives to support returning mothers.
Yet, perhaps the most profound change experienced by new mothers is the emergence of hybrid working models. This flexible approach, blending remote and office work, has the potential to redefine maternity leave dynamics and ease the return to professional life. Stacy Keen, a partner at Pinsent Masons law firm, shares her personal experience, highlighting how hybrid working arrangements have revolutionized her transition back to work.
However, despite these positive advancements, it’s crucial not to take maternity leave and associated rights for granted. Maternal discrimination remains prevalent in numerous workplaces. Advocacy groups like Pregnant Then Screwed continue to receive complaints from women who’ve endured a lack of respect and changes to their working arrangements upon returning from parental leave.
While some women have experienced discouraging incidents at work, others have found solace in more positive situations. We had the privilege of speaking with three courageous women about their recent returns to work after maternity leave and the factors that contributed to their successful reintegration.
Jade Eva: Redefining Work-Life Balance
Eva, a UK-based head of engagement projects at Deloitte, returned from her six-month maternity leave earlier this year. Her husband, a truck driver, took six months of shared parental leave to truly experience the challenges faced by working mothers. This decision not only fostered a strong bond between father and daughter but also brought financial relief by reducing nursery expenses.
Leveraging the benefits of hybrid work, Eva seamlessly transitioned from leave to office by combining breastfeeding and in-person engagements. The reduced commute time allowed for more quality moments with her family, and the flexibility to adapt her working hours helped her navigate challenging nights with her newborn. Additionally, Deloitte’s return-to-work coaching program provided valuable guidance, encouraging honest and open communication with colleagues.
Kirsten Carmichael: Navigating a Unique Journey
Carmichael, a shared platform security specialist at Aviva, faced a challenging pregnancy followed by medical complications, leading her to begin her maternity leave earlier than planned. To her surprise, her manager went above and beyond, providing continuous support and ensuring her family’s wellbeing. Carmichael, who is profoundly deaf, found solace in a diverse carers community at work, connecting with colleagues who share similar challenges and experiences.
The return to work was initially challenging for Carmichael as she sought to define her identity as a working parent. Balancing her roles as a mother and an employee became a delicate act. However, with her manager’s support and the opportunity to work part-time in the office, Carmichael successfully navigated this transition and thrived in her new reality.
Laurie Ollivent: Embracing Change and Growth
Ollivent, a senior associate in the employment and incentives practice at Linklaters law firm, returned to work from her first maternity leave during the height of the COVID-19 pandemic, which forced her to work from home. This sudden change in environment made the adjustment from “mom mode” to “work mode” incredibly challenging. However, returning to the office three months ago, alongside her husband, marked a turning point in her journey.
Having the chance to work in the office fostered significant personal and professional growth for Ollivent. The experience helped her adapt her mindset, enabling her to separate her personal and professional lives more effectively. Additionally, Linklaters’ buddy scheme, which matches employees going on parental leave, provided invaluable support and camaraderie during this pivotal time.
Furthermore, providing “adjustment days” as part of the return-to-work process proved to be a powerful tool in aiding the transition from family leave to work, reinforcing the company’s commitment to supporting their employees in all aspects of their lives.
These three women’s stories exemplify the diverse experiences and challenges faced by working mothers returning from maternity leave. While progress has been made in fostering supportive workplaces, there is still much work to be done to ensure that all mothers are valued, respected, and provided with the resources they need to successfully integrate back into their professional lives.
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