Women don’t just need employment protection whilst on maternity leave; they also need support to transition back into work, claims a diversity consultancy.
The Clear Consultancy is urging businesses to consider further long-term support for pregnant women and new mothers.
The company argue that by providing new mums with the training and support they need to transition back into work is crucial to prevent them from feeling alienated from the rest of the workplace upon their return.
Kate Headley, Development Director at The Clear Consultancy said, “While the numerous initiatives to encourage more women back to work after maternity leave are positive moves to address the issue, there are additional supplements that employers must consider in order to retain these individuals long term.”
“Yes more females need protection at work in terms of being able to return to their job, but they also need support in making this transition.”
“Business owners need to remember that these individuals have gone through a time of incredible change and have been away from work for a lengthy period.”
“Not only are they likely to consider the impact of working hours on their home life, but there’s also the potential that they will hit a few bumps in the road when they start back as they learn to juggle their new personal and professional lives.”
“By providing greater support for women once they are back in employment, companies will benefit from an engaged employee who feels valued and respected and is subsequently likely to have better productivity levels and be more loyal to the brand.”
“That’s not to say that huge amounts of money need to be invested in schemes – simple moves such as linking them up with other mothers or new parents in the business will give them a support group to turn to for advice.”
The comments come in light of the recent report from the Women and Equalities Committee, which highlighted the ‘shocking’ workplace discrimination of pregnant women and new mothers.
The report called for German-style protections to be introduced, including changes to health and safety practices, prevention of discriminatory redundancies and increased protection for casual, agency and zero hours workers.
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