Almost two thirds of employers do not expect female employees to return to work after their maternity leave, research finds. Some 47% of this group chalk their belief up to ‘previous experience’, according to a study of almost 2,000 employers by an online HR consultancy. The study was conducted following Mel Stride, Conservative MP for According to the research, the majority, 64% simply don’t expect any female employee to return to work following their allocated maternity leave, regardless of her position or role within the company. The respondents were asked if they had a ‘return to work policy’ in place for mothers returning from maternity leave, to which three fifths, 59%, said ‘No’. Of those with a policy, the majority (76%), offered the employee part time working hours.
When asked, ‘Do you want them to return to work following their allocated time off?’ 84% answered ‘No’. Only 16% said ‘No’, their reasons being: 38 per cent said it was because they believed that the employee would have a ‘reduced level of concentration’ and 23 per cent believed they would ‘lack enthusiasm,’ when compared to a newly hired member of staff.
APA suggests that the underlying lack of understanding amongst employers arises from the absence of a declared policy and a lack of imagination about the value of flexible working, job-sharing and working from home; all great practices to help engage proactively with returning employees.
APA would like to hear member’s own experience of their return to work.
APA
1 comment:
I have to put aside my total shock at 84% saying that they did not want their employees to return to work following their allocated time off. And my disappointment for a reasonable proportion, 38%, suggesting these employees would “lack enthusiasm”. In my opinion the apathy felt by someone returning to the workplace is often created by the employer’s attitude in the first place.
Don’t tarnish all staff with the same brush. Many new mums really want to come back to work!!
After I returned from maternity leave in 2008 I had three of my most professionally fulfilling years: attained a distinction in the APA Diploma, spoke at numerous events as an ambassador of the PA profession, helped steer my department through re-structure and relocation, achieved runner-up Hays and The Times UK PA of the Year Award 2010 and became a non-exec Director at the APA.
Having a baby can actually be the time when you realise just how much you can achieve when you set your mind to it. In that time off you network massively and speak to lots of mums who’ve all got different careers and done different things. Ideas are spawned with the time you have to look more objectively at your own path and the world is once again your oyster. Employers should actually tune into this enthusiasm!
I’m just about to return to work from having my second child and whilst I have had to jump through a few ‘firey HR hoops’, with huge support from my boss I have secured my flexible work programme which will allow me a decent work/life balance whilst still doing a fulltime job.
It really is the employer’s responsibility to enthuse the returning mother, ensuring their policies are clear from the outset and are more than just words on a page. When you go back to work you want to feel that your employer wants you, your knowledge, experience and personality back in the business. They need to encouraging ‘keep in touch’ (KIT) days which are a great way to keep the lines of communication open. As well as using accrued holiday to settle back in e.g. work 3 or 4 days a week for a couple of months while you build back up to full time. Justifying your flexible working proposal should be a positive process, not one that makes you feel like you have to prove your innocence!
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