Employee mental health has been a leading HR topic in the past year as the pandemic took anxiety and stress to unprecedented levels.  While COVID-19 has impacted all workers, some communities have suffered its effects more so than others, particularly working parents, particularly mothers (or fathers if the primary caretaker).  Now, as the pandemic situation changes once again, it is still important that businesses and organizations are addressing the needs of their working mothers and ensure they’re receiving the support they need.

The Hard Numbers 

In the last year, more than 5 million jobs held by American women were eliminated, while 2 million women left the workforce entirely.  This is dramatically higher than what was tracked for their male counterparts.  The factors fueling the exodus are varied: With schools and childcare centers shuttered throughout 2020, working parents had to juggle work—some remotely, some still having to report in person—while managing kids at home, remote learning and much more.  And, given societal norms, most of that work fell on the shoulders of women.  Consider also the gender pay gap and ongoing inequities in the workplace, and many women decided the best move was to leave the work world entirely — ultimately setting back women’s participation in the labor force by decades.

Three Ways to Support Women in the Workplace

Employee mental health is at the heart of this crisis.  Many organizations had strong support systems in place for working parents, but others were caught flat-footed at the start of the pandemic.  The organizations that were ahead of the game were able to help their working mothers (parents) effectively and were mostly able to retain their talented employees. Others lost a great deal of experienced women who left the workforce due to the stresses of the pandemic. 

1. Increased Flexibility

Flexibility is key to supporting all working parents.  Especially as organizations enter a transition period to hybrid or in-office work, employers should be flexible with when, where and how employees work — acknowledging that home responsibilities are just as important as those at work.  Not only is this a step in the right direction for employee mental health, but when workers feel supported and empowered, they’re more likely to be highly engaged and highly productive.

2. Additional Resources

Organizations can also take practical steps such as offering childcare assistance to help defray costs for working moms, or backup care options to give them a safety net should they need it.  Existing employee resource groups, such as those just for working moms or groups for women of different ethnicities, can be tapped to help provide support as well as to encourage members to access resources like an employee assistance program.  

3. Improved Communication

Town halls and other communication strategies led by C-suite executives can focus on information working mothers may need, such as leave policies, career development opportunities, and support services.  HR managers and department leads should work to underscore the company’s commitment to its working parents on a frequent basis.

Ultimately, supporting employee mental health comes down to culture. In order for employees to truly prioritize their own health, they need to feel they are in an organization where it’s safe to do so, and that starts with leadership.Creating an environment in which employees feel empowered to discuss mental health and to seek support and resources can help working mothers navigate the unprecedented challenges they’re facing and ultimately pave the way for them to stay in the workforce.