We’re in the business of supporting mums every day of the year (not just on Mothers Day!)

While Mothers Day is a great time to celebrate the mothers in your life, it’s also a timely reminder for us all to recognise the value that working mums bring to the workplace every day of the year.

The Australian Bureau of Statistics shows us that 53% of Australian mothers have a full-time or part-time job, however in a LaTrobe University study it was reported that working mothers who worked longer hours reported the worst mental health of all participants. Their research suggests that mothers are more likely accommodate for their family by compressing their workday, missing breaks and working after hours to fit everything in.

And this past year, with school closures, office closures and in some cases job uncertainty due to the pandemic, has not helped the mental load that our working mothers are facing.

As business owners, it’s important for us to consider how we can support the working mothers at our business and in our wider community. Dr Frank Chow, psychiatrist at 2OP Health notes that “companies are more likely to be successful when a gender balance between men and women exist” Mothers bring a different perspective, which has been shown to lead to improved business innovation. By bringing working mums into the workplace, organisations encourage workplace diversity and gender equality, which in turn leads to improved sense of company culture.

Recently, the McGowan Government released an action plan to further support the early childhood education and care (ECEC) workforce in regional Western Australia. The Labor Government states they will 'fix...the broken childcare system' by lifting the maximum child care subsidy rate to 90 per cent for families for the first child in car and increasing child care subsidy rates for every family with one child in care earning less than $530,000 in household income. If this flows through, it could be a step in the right direction, but more still needs to be done to make full-time and part-time work a viable option for mothers.

How can we support working mothers in our own companies?

Flexibility is key. Allowing mums to complete their work within their own time has been shown time and time again to bolster productivity.

In the LaTrobe University study, researchers looked at the relationship between work arrangements and parents’ mental health, and found that formal flexible work arrangements were associated with less occupational fatigue and burnout for both genders. It’s important to note here that informal ‘ad-hoc’ strategies were associated with worse mental health outcomes for parents including higher rates of occupational fatigue, psychological distress and burnout. By formalising flexible working agreements, mothers have the stability to get on with their day-to-day work, eliminating any stress and confusion that may arise.

Providing suitable digital support goes hand in hand with flexibility. Digital support that enables mums to log on and keep on top of their work while being with their kids is increasingly common in workplaces, and allows mums to complete their allocated workload in their own time.

A final thought to consider – lead by example. Tackle workplace discrimination in workplace policies such as parental leave and flexible leave arrangements to encourage inclusion. Utilise your own flexible working policies and encourage your leadership to do the same. Leading by example in supporting working mothers, can have a huge impact on participation rates, and ultimately help you to attract and retain quality employees in the long run.

Sources:

2OP Health — Specialist occupational psychiatry and psychology with a workplace focus

Does flexible work ‘work’ for parents?, News, La Trobe University

Happy Mother's Day from the ABS!

How businesses can better support working mums - MYOB Pulse