How to champion working moms at your practice

There’s a lot to balance these days. Many of us are juggling work and family simultaneously. Oftentimes, having children can mean putting a successful career on hold, and working parents — particularly working mothers — may find it difficult to balance their professional and personal lives successfully. Employers who actively address these challenges can be more likely to retain valuable employees and have people who are motivated to do their best work. Your practice can provide an environment that helps female professionals thrive with the support they need to manage their growing families and careers

Retaining your top talent involves creating a culture where women and working mothers can have a successful work-life balance and grow professionally. To get started, there are many strategies — from open communication policies to flex schedules — you can implement to make changes in your workplace. Here are three helpful ideas to better support the working moms at your firm.

1. Encourage open communication

It's important to keep an open line of communication between women and their managers or HR to discuss their changing work needs as they prepare for maternity leave and their return to work. Being able to talk freely about these important stages in life, as well as other challenges working moms face, may help women feel more confident about their job.

Expecting and working mothers who know they are supported and valued can help them better assess their workload and delegate tasks. They can make sure client relationships are strong and mentor anyone who will be stepping into their shoes while they are away. All of this can help make their transition back to work smoother. Plus, when they return, they can continue their career progression without interruption.

2. Help set career paths

Being more transparent about what will lead to success, including metrics and the basic timeline, in years or months, can help even the playing field and potentially break down some of the walls between male and female employees. Continue to check in with your employees to ensure they are receiving the support and resources they need to excel in their role and work toward their goals. Also review pay practices between men and women to make sure salaries are equitable will help create a more balanced workplace and empower female professionals to build a successful career.

3. Support flexibility and work-life balance

In recent years, working remotely has become more of the norm, where five in ten people have a hybrid working arrangement. While there are many perks to having more flexibility, the separation between professional life and personal life can easily blur. Make sure your staff knows they do not need to respond to emails after work hours or on weekends and that their family time is respected. For working moms to thrive, company policies are important, but so is being surrounded by respectful leaders, managers and co-workers who support and encourage work-life balance.

While all employees can benefit from flexible schedules, offering them to mothers returning from maternity leave can help employees better balance their work and home lives while continuing to be productive assets to your business. Helping shape a workplace culture that champions working mothers boosts your appeal as an employer and gives employees the tools they need to succeed. Not only will your employees benefit, but your practice will thrive as well.

Two things you can do today

• Schedule regular touch base meeting with employees to discuss personal and professional goals and how you can better support them along their career path and achieving work-life balance.
• Consider the criteria your firm uses to promote employees. Ask yourself: Do your policies and procedures provide optimal support to your female employees who choose to pursue motherhood?

This information is brought to you by Athene — where unconventional thinking brings innovative annuity solutions to help make your retirement dreams a reality.