Look after your working mothers and see your bottom line soar!

//Look after your working mothers and see your bottom line soar!

Look after your working mothers and see your bottom line soar!

By |2018-07-02T14:30:38+00:00March 21st, 2018|Uncategorized|

The Facts…

  • According to the ERSI, 68% of women aged 20-64 were in the labor force in 2015. This is likely to now be in the region of 71%
  • Official statistics show that 86pc of childless women work, whereas that slumps to 57pc of those with children aged three or under
  • You do not need to be a statistician to work out, that with almost unemployment at 6 % we are almost at full employment, these official statistics need to and are starting to change at an accelerated pace
  • In 2018, the economic, social and practical reality is that a large proportion of women who have children want and need to return to their jobs/careers having had a baby

The Problem…

  • Recent research by DCU Talent Institute shows that while some companies are doing a great job at “minding and nurturing” their working mothers, many are not
  • Women, whilst they are excited to be back to work after maternity, quickly become demotivated and disillusioned upon their return
  • The consequences are such that these invaluable, well educated, ambitious women put their careers on hold, they start looking for work else-where or they give up work altogether
  • More importantly, if you, as an employer sat down to work out the cost to your business of losing this person, you would soon see why it is so important to get the basics right

The Basics….

  • Do not stick your head in the sand – ask your working mothers what you can do to make their jobs/lives more achievable. (This applies to working dads too)
  • Ensure that people consider that children need to be dropped and picked up from creche and/or school and only schedule meetings during core hours
  • Promote people when they are the best person for the job – if it is a woman and they are 3 or 6 months pregnant and/or are still on maternity leave do not assume that they do not want to be considered for that role. If they are the best person for the job, then acknowledge it
  • Have real mentors in the business – don’t just make it lip service. The should be real, approachable and have time to listen, to chat and offer advice and assistance
  • Spend money on hiring and holding onto the right managers. They should be authentic, they should care about people and have the time to understand and nurture all staff members, women and men alike
  • Be respectful for people’s feelings. Throw away comments like “half day, is it” can demoralize and be undermining
  • As a mother of two high achieving and ambitious daughters this has become personal to me! As employers we can all start today with basic changes to our behaviours towards working mothers
  • In return, you will see renewed loyalty, energy and longevity of service! Oh, and by the way, you will most definitely see a strong positive impact on your bottom line