Balancing work and motherhood
Cariboo Press -- Salmon Arm Observer
08 Nov 2006

EXCERPT

Exhaustion, lack of self-confidence, isolation, defeat.

These are some of the realities that a mother returning to work after a year's maternity leave may face. And it's these barriers that Salmon Arm Savings and Credit Union is working to remove.

Sherry Hamilton, back from maternity leave herself about two years ago, noticed recently that three new moms were coming back to work at the credit union within a week of each other.

"They were going through some challenges and I was wondering how we were going to support them," Hamilton says.

She decided to get in touch with Maureen Clark, a Vancouver Island woman who did her thesis at university on post-maternity return to the workplace.

Clark agreed to facilitate a Corporate Mom's Learning Series via phone for the credit union.

Each Wednesday morning from nine to 10 o'clock, women who have children ages four and under and who wish to participate, meet in the boardroom for the sessions. One woman teleconferences from the Sicamous location.

"It's a chance for moms to talk about some of the challenges and how they are going to balance things out," says Hamilton. "Also strategically, from a senior management point of view, it supports our work-life balance philosophy."

She notes that smoothing out the transition into work makes economic sense and creates a win-win situation.

"We've put a lot of training in them and they've put a lot into the business, so it's a way of hanging onto them as well." ...

Facilitator Clark notes that women returning to work often experience common difficulties after the honeymoon period of being home full-time with their baby.

"Their self-confidence is pretty low after being away for a year - also the additional work load that gets placed on them, there's child care and household harmony."

She says splitting household responsibilities can be a challenge, as often the woman's work out of the home will be added to the household duties she's been handling for a year.

Organizations who support the transition from maternity leave to work will reap a number of advantages, she says.

"With an organization supporting you, you're more likely to want to go to work. You'll be more innovative, productive and more committed to the organization."

Clark points to her survey of 100 working mothers who were returning or had returned to work.

"Women want acknowledgment in transition - support, help me do this better. They also don't want to be penalized financially or in the hierarchy, regardless of taking a year off. It's not about child care or a flexible work schedule," she says.

Women need a return to work plan which begins as they leave work, continues throughout maternity leave and supports them as they return. Some of the items in the plan could be: "Gradual entry would be one thing," she says. "And it would include any kind of training they'd missed..."

Some statistics and research offered on Clark's website include:

It is estimated that work-life conflict costs Canadian organizations roughly $2.7 billion in lost time due to work absences.

It is estimated that 85 per cent of the workforce will be comprised of working parents by 2009. Family-friendly initiatives are a must to sustain retention and succession employees.

One law firm estimates a return on investment of $4 for each $1 invested in work-family programs.

Hamilton knows SASCU's Corporate Moms series won't eliminate difficulties for working moms, but she's hopeful it will make a difference.

"We don't expect it to solve all their problems and balance their life, but it's another tool we can provide them in a supportive environment."