A conversation gaining more public traction lately is how workplaces are simply not designed to support working mothers (who make up one third of women in the workforce by the way) and their unique experiences, including the challenges they may face. These challenges range from unaffordable childcare and lack of equal pay to inadequate parental leave policies, lack of supportive managers, and much more.
Last month, the Surgeon General put out a crucial statement on Parental Wellbeing declaring this a public health concern as parents are strained across their emotional, physical, time and financial resources more than ever with the unrealistic cultural pace set up for them. The advisory asks for a societal shift stating “It’s time to value and respect time spent parenting on par with time spent working at a paying job, recognizing the critical importance to society of raising children.” US Surgeon General Dr. Vivek Murthy also states that “The work of parenting is essential not only for the health of children but also for the health of society.”
What we know: In general, employers greatly benefit from prioritizing mental health. Research indicates that approximately 12 billion workdays are lost each year worldwide due to mental health struggles. And 83% of workers in the United States suffer from work-related stressors (with 25% saying their job is the number one stressor in their lives).
These are conversations we are having regularly across the Maternal Health space, and Mental Health and Corporate Wellness spheres for years now. I’m fortunate to have a vast network of these providers, experts and innovators, so I called on them for some insights to continue this conversation…
Perinatal Expert and fellow Therapist, Lauren Hunter, LCSW explained, “To put it succinctly, we as mental health experts know that to be able to live in accordance with your values is one of the strongest indicators of optimal mental health. It is no wonder that maternal mental health suffers when mothers are forced to suppress their values surrounding their family so that they can keep their job.”
Dr. Suzanne Mungalez, PsyD, PMH-C, CLES and Perinatal Psychologist at The MaMA Space shared, “One of the greatest stressors in the postpartum period is the return to work. Because of the family leave policies in this country, many parents are returning to work far earlier than their brains, bodies, and babies are ready for them to. With the return to work come the stresses of seeking out childcare, navigating pumping, and adding to the mental load that is often already overwhelmed in this period. Workplaces often expect postpartum people to be able to jump back into work or to perform in the same ways that they used to, when this may not be a possibility.”
Dr. Mungalez added, “Even the most progressive workplaces are not as accommodating of the postpartum period as is often necessary, scheduling back-to-back meetings (a challenge for those pumping frequently), requiring in-person work (when mental and physical circumstances may make it difficult to be far from home), or requiring inflexible hours (when childcare drop offs and pick ups require shifts in schedules). In my practice, I see a great number of cases of increased anxiety and even panic attacks as the return to work date approaches, and I often work with clients to understand their anxieties while finding ways to cope with the psychic overwhelm of prematurely having to split their attention between postpartum healing, adjusting to a new baby, and meeting expectations at work.”
A parent educator and doula, Katie Sullivan, MEd, CPPD, Early Parenting and Sleep Consultant offered some insights and suggestions on this topic. “Sleep deprivation is a significant contributor to perinatal mental health disorders. Many mothers and birthing parents who return to work are often still nursing, pumping, or soothing their baby through the night, leaving them chronically exhausted and at greater risk for depression, anxiety, and even postpartum psychosis. Workplaces can play a crucial role in supporting maternal mental health by offering more choices and better access to resources. These choices might include flexible work schedules, the option to work from home or part-time, and extended job protection beyond the federally mandated 12 weeks of unpaid leave. Access to resources should encompass clear information about state and federal benefits, referral lists for perinatal therapists, parenting and sleep education, physical therapy, and support groups. Employers can provide time and support for accessing these services and, ideally, subsidies to help cover associated costs”, says Katie.
As a Licensed Psychotherapist myself who specializes in maternal health and holds a certificate in Parental Leave Coaching, working parents wellbeing is always top of mind. If you have not yet heard of Parental Leave Coaching, the Center of Parental Leave Coaching describes this service as “evidence-based methodologies and practical tools to help support working parents and managers to navigate the 3 phases of the parental leave transition smoothly and sustainably. Coaches can be hired directly by the new parent or their employer. The direct and personalized support that (we) offer has been shown to decrease stress at work and home, increase communication with key stakeholders, support more equitable divisions of labor, improve sleep strategies, increase uptake of existing workplace resources, increase employees sense of mattering, improve health and wellness (including perinatal mental health), and ultimately help create a better experience for all.” This is a tremendously valuable service for companies that can benefit employees and managers alike.
So, what about the other side of this paradigm- what differences are postpartum people actually experiencing who do work for mental health-informed and trauma-informed work environments? My colleague and Co-Founder of the Trauma-Informed Maternal Health Network, Liz Gray, LCSW, RPT reflected on what it means to be a mental health therapist and birth trauma survivor who had some great support systems around her this past year.
“Being a postpartum mom is hard enough. Now add birth trauma, postpartum depression, severe sleep deprivation, recovery from a c-section, and pumping multiple times a day into the mix. I was lucky to have a supportive boss, short-term disability benefits, and flexibility in my schedule and STILL, the transition from maternity leave to working again was challenging. I can’t imagine how much my mental health would’ve suffered if I had to go back to work full-time without any benefits or flexibility. We need to do a better job holding and supporting new moms”, says Liz.
I asked Liz to elaborate on the benefits of working in a positive and supportive work environment. She shared, “From the time I shared my pregnancy with my boss, she was supportive and encouraging. She met with me to help come up with a plan to share the news with my clients and create transition plans for each of them during my maternity leave. She even encouraged me to take more than three months off if needed. When I did, in fact, need a few extra weeks off to heal from an unplanned c-section and PPD, there were no invasive questions asked and I didn’t need to submit documentation to “prove” why I needed more time off. She even helped advocate for me to receive 12 weeks paid time off instead of 8 weeks that the insurance company initially approved. I never felt like my job was at risk or that I had to choose between being an employee and being a mom. I feel safe and supported in my environment, which means that my nervous system is more settled during and outside of work. I look forward to going to work every day, and I wish more moms had that type of support.”
Another colleague in my network Francesca Emma, LMHC, who is also a therapist and mom shared, “Returning back to work, which included an hour train ride commute back and forth, after my first born was something I was dreading the entire time I was on maternity leave. The first day I returned, I was greeted with flowers and post-it notes from coworkers saying how much they had missed me and funny things that happened while I was gone. My boss at the time (not a mother herself) greeted me, pump in hand, and reassured me that whatever I needed, she would help me with- and she delivered! The immediate positive environment is something that not only helped ease the transition, but also stuck with me on those hard days. Rather than being overloaded initially, I was supported.”
Dr. Emily Guarnotta, PMHC also shared a personal story with me about her return. “When I had my first child in 2018, I had been working full-time as a psychologist at a local community mental health center. I was very fortunate that the culture of the center was pro-family. From the moment that I shared the news with my directors that I was expecting, I was extended a lot of support. Leading up to giving birth, I was researching child care options and it became apparent that I was going to have to make changes in order to be able to afford the hefty cost of childcare in New York…After crunching the numbers and speaking with my partner, we decided that I would need to cut back there and invest more in my private practice. My directors were very understanding of (these changes) and encouraging when it came to scheduling time for pumping breaks. The flexibility that they offered was key to making the transition more smooth. I definitely would not call it easy, but it would have been much more challenging without this understanding and support that I received.”
In conclusion, suggestions that experts are offering for workplaces to improve their care for postpartum parents include (but are certainly not limited to): Collaborative “return to work” plans created prior to leave, implementation of Parental Leave Coaching for managers and employees, mental health awareness and parental mental health awareness initiatives, educational workshops, supportive work cultures, childcare benefits, flexible working arrangements, private and clean spaces for breastfeeding at work, and advocacy. Mungalez also adds, “Parents also often just need tenderness. Brain and body chemistry changes significantly within postpartum, and this fact is often overlooked as people become pregnant and move into postpartum.” Just being a empathic human as a colleague, manager or employer can go a long way.
Resources:
https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work