Whether it’s creating a balance, being flexible or even tilting the odds in their favor, it’s usually not as easy as it may sound in theory to accommodate working mothers. There are several people who shape the success or failure of a working mother. For the most part they agitate the working mother by creating doubt – hence, you may call them ‘agitators’. Each of these ‘agitators’ bring with them a set of challenges and, potentially even, stresses which make a working mother question why is she working when she should be at home with her children.

As a leader or HR professional it is your responsibility to create an environment that ‘accommodates’ working mothers. Makes them feel secure with the choices they’ve made. Makes them stop second guessing themselves. Makes them believe in what they’re doing is best for everyone.

Lately I’ve come across a good number of companies that have been making all this possible by nurturing a conducive environment to encourage working mothers. The sad fact is that while the management and HR’s intentions are pure, colleagues often view this as bias, favoritism or simply as benefits that only cater to mothers. I’m not a supporter of having ‘benefits’ that single out any group of individuals – it fuels a lot of friction. Benefits should be for employees and employees across. That’s why I’ve suggested that working mothers need to be ‘accommodated’.

The Agitators in Gender Equality

So who are these ‘agitators’ that are impacting working mothers?

1. The Society

Let’s be honest, the concept is still in its infancy in this region. And societal pressures (from family, friends and acquaintances) isn’t really helping working mothers gain confidence. There’s always someone in your personal life who will ask you “when do you give your children time” to rattle your wings.

2. The Colleagues

While most are sympathetic, there are those who will be standing around coffee machines passing comments. Comments which most likely shouldn’t be heard by a working mother.

3. They Themselves

Probably the toughest person a working mother can face is herself. Always questioning her choices, second guessing herself, feeling guilty for not being there or doing enough for her children. A working mother really does beat herself down more than anyone else possibly can.

While these ‘agitators’ are at play to drive your hardworking, loyal and committed working mother to the brink of quitting, you’ll need to play an even more active role to accommodate her. Here are a few important steps you can do to prevent them from taking their unique skill sets away from your company.

Stick to the Facts

It’s easy for stereotyping to cloud your vision of working mothers. There are many myths out there but the two that I find most damaging are:

Myth 1: Working mothers tend to take time off for their children frequently. Thus they’re unproductive and unreliable.

Contrary to this belief, numbers suggest employees take leave for all other reasons far more than they do to for family urgencies. There’s no proof that suggests working mothers leave more frequently for their children.

Myth 2: Mothers arriving late or leaving early don’t work enough.

True leaders have accepted that it’s not about the number of hours someone put’s in. It’s about the outcomes they deliver. Ask yourself, is your company achieving its goals by accommodating working mothers? If yes, then those accommodations are worth it.

Polish the Culture

Developing the right culture for supporting working moms is two-folded. First you need to promote a culture which is:

• engaged,
• collaborative, and
• open to ideas and suggestions.

This would encourage working mothers to feel trusted, speak confidently and be honest in how they go about their work.

Second, train your line managers to alter their mindset from traditional management approaches. Flexible work hours where possible, empathy, frequent reward and recognition, and engagement techniques are just a few skills that line managers should develop.

Customize and Don’t Generalize

While chalking out accommodations for working mothers, make sure you don’t generalize and apply a one-size-fits-all solution for everyone in this group. Not everyone will want the same treatment. Their needs are dependent on several factors such as the age of their children, their household income and benefits their spouse may be receiving. In frontier markets especially, what they need from you will depend on the support they get at home. Engage with them and see what each of them has to say before you design accommodations.

Recognize Success

Irrespective of the magnitude or impact of the success, it needs to be celebrated. The last thing you want to do is let a working mother get caught in a downward spiral where she perceives that she’s failing at both sides of her life – professional and personal. While there’s little you can do to help her realize her personal success, make sure she feels appreciated and celebrated at work.

Don’t Single Them Out

Accommodations need to be clear, visible and designed in a way that doesn’t discriminate against working mothers. Avoid discriminating as it may raise the risk of your company being taken to court. You may say lawsuits are an uncommon phenomenon in this part of the world, but as women in the workplace grow in numbers, it’s only a matter until they become more common. You, as a forward thinking leader should be equipped to mitigate that risk.

Ask yourself, if it’s not for their families who do your employees work for? The answer to that will form the foundation of what your corporate culture should have in its DNA. Working mothers aren’t a threat and they shouldn’t be made to feel that way. Many if not most people in your company have a family. Everyone who falls under this category, has a set of needs and challenges that arises from having a family. Working mothers have a set of needs and challenges as well – by accommodating them you’ll help them achieve a balance that works for everyone.

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