Five essential Workplace Policies New Mothers Need to have in Modern India Inc | Kalyan Durairaj | Director-People, APAC | FourKites

With approximately 39 million women in India Inc’s workforce, there is a need to support new mothers by recognizing both their critical role in the workforce and the unique problems they experience. Despite the fact that there is a maternity policy in place in the corporate world today, about 43% of women globally quit their employment after becoming mothers. Forward-thinking businesses are altering their policies to create a climate that promotes the success and well-being of new mothers. Mr Kalyan Durairaj, Director-People, APAC, FourKites, discusses five key policies that are changing the workplace experience for employees.

Flexible Work Arrangements and Gradual Return-to-Work Programs
The rigorous nine-to-five schedule is increasingly becoming obsolete as employers adopt flexible work options, which is a game changer for new mothers juggling work and childcare. Flexible hours, telecommuting alternatives, and reduced workweeks enable mothers to choose a work schedule that
accommodates their caregiving responsibilities without jeopardizing their professional ambitions. Whether it’s attending doctor’s visits, taking breastfeeding breaks, or just having the option to work from home on some days, these concessions build a supportive and inclusive workplace atmosphere in which new mothers can succeed without compromising their commitments. Returning to work after maternity leave can be particularly challenging, especially for new mothers dealing with the demands of a newborn. Gradual return-to-work programs employ a phased approach to reintegration, allowing women to gradually increase their workload and responsibilities over time. Whether it’s diminished hours, flexible task organizing, or changed duties, these programs offer an approachable return to work, providing mothers the time and space they need to readjust while preserving a good work-life balance. These programs promote the well-being and retention of new mothers by rendering the transition back to work easier, resulting in a seamless and successful return to work.

Building an Empathy- and Inclusivity-Driven Culture
Tech firms must create a culture that is inclusive and empathetic in order to properly accommodate new parents. This can be accomplished by regularly holding training sessions and awareness campaigns to educate managers and staff on the particular difficulties faced by new parents. Businesses ought to make consistent investments in inclusive and empathetic training initiatives. These initiatives shed light on the requirements of these new parents and direct managers toward essential assistance. Companies today are making significant progress in offering parental support programmes and hosting workshops
on work-life balance. Initiatives like these foster a sense of understanding and value among new parents.

The Essential Function of Training for Managers
Training managers effectively is essential to helping new parents. Managers with the right training may make a big difference in how new parents manage their work-life balance. Employers who make significant investments in thorough training initiatives frequently observe increased levels of worker satisfaction and retention. Critical topics like comprehending and putting into practice parental leave regulations, enabling flexible work schedules, and identifying and attending to the mental health concerns of new parents should all be incorporated in training programs. The Indian Society for Training and Development (ISTD) emphasizes that managers with this kind of training are far more adept at
offering their team members effective support. It is imperative that managers comprehend policies regarding parental leave. They ought to be aware of the company’s policies and make sure that new parents are properly informed about them.

The Significance of Transparent Communication
It is essential that management and staff communicate honestly and openly since it helps resolve the concerns of new parents and also leads to practical solutions that are advantageous to the employer as well as the employee. Managers and staff can better appreciate the difficulties faced by new parents by holding one-on-one meetings and routine check-ins. Employees can voice their issues and ask for help on this platform during these meetings. Popular companies today have put in place a system of frequent check-ins that has assisted managers in keeping in touch with and quickly attending to the requirements of their team members. It is also critical to provide safe environments where employees feel at ease expressing their concerns with support groups and official discussion sites that are often found to be valuable in such times. A tech business that arranges weekly support groups for new parents could serve as an exemplary case. Employees can safely discuss their experiences and ask their peers for help in
these meetings. Employing anonymous feedback tools is another effective strategy to acquire immediate reactions from employees. These platforms enable staff members to express their worries without worrying about criticism or negative consequences.

Tips for Encouraging Conversations
It is vital to listen to new parents with empathy and engagement. Supervisors ought to pay close attention, acknowledge the feelings of new parents, and demonstrate compassion while actively listening to their concerns. In a one-on-one discussion, a manager might say something like, “I know it can be difficult to balance work and childcare. How may your schedule be changed so that we can better support you?” It is also critical to address work arrangements with flexibility and understanding. Supervisors have to be willing to change work hours or offer remote work opportunities. For example, “Would it help if we shifted your work hours or allowed you to work from home a few days a week?” Another important component is to give consistent and clear information about the resources and support that are available. Supervisors should provide comprehensive explanations of the specifics of flexible work schedules, parental leave policies, and mental health resources. For example, a manager could clarify, “You have the opportunity for flexible work arrangements and we have a comprehensive parental leave policy.” Let’s discuss how we can help you make these work.”

To sum up, in India’s tech industry, aiding new parents requires a concentrated effort to promote open communication, invest in effective manager training, and foster an inclusive and empathetic culture. Companies can establish an atmosphere of support that helps new parents and the organization as a whole by giving priority to these areas. It’s time for the tech sector to acknowledge how essential it is to assist new parents and take concrete measures to ensure their prosperity.