Navigating the new role of mum | Kirsty Hodgson, Morson Talent’s Head of Bids, discusses returning to work after maternity leave.

our baby, coupled with the worry that you may have forgotten how to do your job, or that things have changed while you’ve been away. On top of that you’ll be balancing your new role as a parent with work responsibilities, and all on very little sleep.

The number of UK mothers in work has reached the highest level in 20 years. Families where both parents work full-time are also on the rise. More than three-quarters of mothers with dependent children are currently in work. So, employers are increasingly working to improve the support they offer for working parents. However, research by Werklabs and SIA has found a considerable gap between parents’ expectations and companies’ offerings. By far, the largest gaps are in making working parents feel included and supported. More than 80% of workers said feeling included is important, but only 43% of managers gave high ratings to their companies’ capabilities in that area.

We spoke to Morson Talent’s Head of bids, Kirsty Hodgson about her return to work this month after becoming a first-time mum last year.

‘Coming back to the office is a little bit overwhelming, but it’s been great to see how well the team are doing. The keeping in touch days have been a brilliant way of getting up to date with my role while testing the waters with nursery.’

Social connection

Many women report feeling lonely or forgotten while they are on maternity leave. Opportunities for social interaction with colleagues have been particularly valuable for Kirsty, who attended the Morson Half Yearly conference in September.

‘I was so glad that I could go to the Half Yearly – I got to catch up with colleagues and work friends who I haven’t seen in months, without the pressure of jumping straight back into work. I think the social aspect is really important, because you find yourself in a bit of a baby bubble while you’re on maternity.’

Invitations to team days, Christmas dos, awards or other social events in your workplace calendars can help new mums feel connected to their place of work while they are on leave. It can also help to speed up the settling-in process when they return, so it’s a win-win for employers and employees.

On her return to the office Kirsty is planning on working full time, but with compressed hours that will give her a day at home every other week. The freedom to find a new work schedule that fits with family life is something that a lot of new parents struggle with.

‘My husband is a police officer and works shifts, so it’s not going to be possible for him to have regular days working from home that some new dads get. It wasn’t even guaranteed that he would be able to come to the hospital with me for the birth because the nature of his job is so unpredictable. He had the standard two weeks of paternity leave, but that goes by so quickly. I think a lot of dads feel like they miss out on some of those early milestones because they don’t have as many options when it comes to taking leave.’

We have seen a large jump in the number of companies offering enhanced paternity leave in the last few years and this is only set to continue. An enhanced paternity leave offer can make your business more attractive to candidates, and improve retention and morale. It could also be a key factor in addressing the gender pay gap. If this isn’t possible for your company you may also want to consider offering new dads increased flexibility in working hours and location, paid time off to attend appointments or when children are sick, or a buddy system/support network for new parents.

Kirsty’s number one concern about her return to work is that people will have a changed perception of her priorities and work ethic.

‘I do worry that people will think that I’m not as committed to my work when I come back. I’ve seen it happen to friends of mine, there comes a point where one of them has had to decrease their hours because childcare is so expensive. It’s usually the person who earns less, which is usually the woman. So, it looks like women don’t want to work as much once they have kids, but a lot of the time it’s done out of necessity. I am a bit nervous and feeling the pressure to be fully present for my team and not let other people’s ideas about working mums get in the way.’

Supportive cultures benefit everyone

Creating a supportive culture for working parents is also hugely beneficial for employers and even staff who don’t have children. Recognising the importance of work-life balance for all staff and implementing measures that allow them to manage their personal lives, whether they have children or not, boosts productivity and satisfaction. Senior leaders can also set a, example by talking about the ways they manage their work and home lives in a positive way.

‘I know that I can do it, because there are some great role models here at Morson. I’ve seen female colleagues have children, return to work and still be able to progress with their careers. There are also mums and dads across the business who are great at balancing their work and home life.’

Employers who bring empathy and flexibility to their approach to parents returning to the workforce are rewarded with greater productivity, higher levels of retention and boosts to morale. Working parents also have a great source of motivation to do well at work.

‘Seeing my baby smile is just the best feeling. I am a bit sad that this chapter of his life is over, but now I have the best reason to get out of bed and into work – so that I can support him and give him the best life that I can.’

At Morson we care for the personal and professional you. Throughout Morson Group we have a sense of family that is demonstrated in how we think, behave and what we truly value.

Supporting our people and communities is central to who we are and we’re proud to offer ED&I consultancy services that place inclusion at the heart of the conversation. To find out more please get in touch.