Write an article about Mentoring could ensure a successful return to work after maternity leave .Organize the content with appropriate headings and subheadings (h1, h2, h3, h4, h5, h6), Retain any existing tags from Mentoring can become a real springboard for young mothers as they return to working life. (Envato Elements pic)
PARIS: From discrimination to managing the mental load and increased tiredness, returning to work after maternity leave is often a challenge for women.
Many feel isolated, even vulnerable, when returning to their job. However, recent UK research proposes mentoring as a concrete solution to better support mothers throughout this sometimes challenging time in their career.
The idea is to offer personalised support through mentoring before, during and after maternity leave.
Researchers from the Universities of Keele and Southampton followed a group of young mothers who were mentored, and compared them to other employees who did not benefit from any support.
The conclusion is clear: those who were mentored felt listened to, supported, and much more ready to resume their place in the company.
“Mothers who received maternity mentoring found it most useful in helping them to balance the competing priorities of work, their baby and themselves, and to mentally and practically prepare for their return to work.
“They also found it invaluable in terms of a safe space to offload fears and worries,” explained study co-author Fiona Woollard, professor of philosophy at the University of Southampton, quoted in a news release.
Much more than just flexibility in the organisation of their work, this system creates a real safe haven of trust where young mothers can talk openly about their difficulties, prepare for their return, and regain a healthy work-life balance.
“Our findings highlight the importance of creating a supportive and inclusive work environment for new mothers.
“There are tangible steps employers can take to enhance the wellbeing and productivity of staff during maternity leave and return to work transitions,” said Dr Alexandra Kent, senior lecturer in psychology at Keele University and co-author of the study.
But for this to work, companies need to play the game.
This involves measures such as taking into account childcare constraints, offering flexible hours, maintaining work roles during leave and assigning a dedicated person of contact. And above all, managers should receive training to help create a kind and inclusive environment.
When designed intelligently, mentoring programmes can become a real springboard for reconnecting mothers with professional life.
However, if poorly supervised, they can, on the contrary, reinforce feelings of isolation.
“Ensuring [the programme] is supportive and flexible is an important step in designing a successful return to work,” Dr Kent reiterated.
Investing in this kind of support is not just an HR bonus. It is a lever for motivation and commitment, and a strong signal in favour of workplace equality.
Ultimately, there needs to be a shift in the way female employees are viewed. Many still feel they have to prove that they are as committed as ever. Maybe then, motherhood might cease to be a barrier to women’s careers…
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