Welcome to an insightful conversation with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion, who has dedicated her career to transforming workplace cultures. With a deep focus on talent management and development, Sofia has been instrumental in crafting initiatives that create inclusive environments, particularly for working parents. In this interview, we dive into the critical topic of supporting mothers returning from maternity leave, exploring the personal and professional challenges they face, the importance of tailored policies and flexibility, and the role of empathy in fostering a welcoming workplace. Join us as Sofia shares her expertise on how HR can make a meaningful difference during this significant life transition.
How do you see the personal challenges mothers encounter when returning to work after maternity leave shaping their experience?
Returning to work after maternity leave is often an emotional and physical rollercoaster for many mothers. They’re juggling new responsibilities like childcare, disrupted sleep schedules, and sometimes even postnatal recovery, all while trying to reintegrate into a professional environment. There’s also the emotional tug-of-war—guilt about leaving their child, anxiety about performance, or fear of being perceived as less committed. These challenges can make the transition feel daunting, and without proper support, they might struggle to find their footing again.
In what ways do these personal struggles impact a mother’s ability to dive back into her professional role?
These struggles can significantly affect focus and energy levels. For instance, sleep deprivation can make it hard to concentrate on complex tasks, while emotional stress might dampen confidence or decision-making. If a mother feels overwhelmed or unsupported, it can lead to disengagement or even burnout. That’s why it’s so critical for employers to recognize these impacts and offer a buffer—whether through adjusted expectations or additional resources—to help her rebuild her rhythm at work.
Why do you think such a significant number of mothers don’t return to work within a year after maternity leave?
I believe it often comes down to a lack of support and understanding from employers. Many mothers face inflexible schedules or environments that don’t accommodate their new reality as parents. If they feel forced to choose between family and career, or if the workplace lacks empathy for their changed circumstances, they may opt out entirely. It’s a loss for both the individual and the business, as the cost of replacing talent is high, not to mention the missed opportunity to retain skilled employees.
Can you walk us through why a gradual return-to-work schedule is so vital for new mothers?
A gradual return is essential because it acknowledges the massive shift in a mother’s life. Jumping straight back into a full-time role can be overwhelming when you’re still adapting to parenthood. Starting with part-time hours or a few days a week allows her to balance childcare and work while regaining confidence in her professional abilities. It’s about creating a sustainable path back, reducing stress, and showing that the employer values her well-being over immediate productivity.
How can employers craft a supportive plan to ease mothers back into their workload effectively?
Employers should start by having open conversations with the returning mother before she comes back to understand her needs and concerns. From there, a phased plan can be designed—perhaps beginning with lighter responsibilities or shorter days, then gradually increasing over weeks or months. Regular check-ins are key to adjust the plan as needed. It’s also helpful to assign a mentor or buddy to provide guidance and ensure she feels supported throughout the transition.
What role does flexible working play in helping mothers manage their dual responsibilities after maternity leave?
Flexibility is a game-changer. Options like adjusted hours, remote work, or part-time schedules allow mothers to align their professional commitments with family needs, whether that’s being home for feedings or handling daycare drop-offs. This reduces the mental load of trying to fit into a rigid structure and helps them focus better when they are working. It’s no surprise that flexibility often leads to higher retention—mothers feel trusted and empowered to make it work.
How can HR build a workplace culture that genuinely embraces and supports returning mothers?
HR can start by setting the tone from the top—leadership should champion family-friendly policies and model empathy. Training programs for managers and staff can help everyone understand the unique challenges returning mothers face, fostering a culture of patience and support. Celebrating milestones, like a welcome-back event, and ensuring open communication channels also go a long way. It’s about creating an environment where mothers feel seen and valued, not judged or sidelined.
What is your forecast for the future of workplace policies supporting working parents, especially returning mothers?
I’m optimistic that we’ll see a continued shift toward more inclusive and empathetic policies. As more companies recognize the business benefits of retaining talent—like reduced turnover costs and improved loyalty—I expect flexible working and tailored benefits to become standard rather than exceptional. There’s also growing awareness around mental health and childcare support, which will likely drive innovation in how employers approach these needs. My hope is that supporting returning mothers becomes a core part of every organization’s DNA in the coming years.
