Why is India Inc. still in the need of more HR friendly policies and benefits for working mothers and parents? – ET HealthWorld


Why is India Inc. still in the need of more HR friendly policies and benefits for working mothers and parents?

by Carina Kohli

The Maternity Leave Act Amendment 2017 includes 26 weeks of paid maternity leave, immunity from dismissal during pregnancy, no deduction of wages of the employee entitled to maternity benefit along with a crèche facility on the office premise of 50 or more employees. However, this being said, conception, pregnancy and postpartum is a multifaceted journey that requires hands on support along with medical and non-medical continuum care for the long term health and well-being of mother and baby.

The family building journey starts at the family planning and fertility stage which on average takes 12-14 months, next is 9 months of pregnancy, after which is the postpartum and postnatal stage which is lasts 12-15 months after the delivery of the baby. Each stage in the family building journey has several aspects which affect one’s physical, mental and emotional health. From fertility treatments, planning, risk of miscarriage, nutrition, physiotherapy, delivery, lactation & breastfeeding, weaning, postpartum anxiety and depression, as well as OBGYN a paediatric care, there are several factors to consider and manage. Just maternity leave policy is simply not enough. A working mother and parent requires hands on healthcare and support to ensure the transition back to work after this life changing event, is a smooth and inclusive one.

Recent findings show that India’s working women are 2 times more likely to be worried about the availability of jobs than working men today. More than 7 in 10 working women and 77% working mothers also feel that managing familial responsibilities comes in the way of their career development. Around 63% women say that they have faced discrimination at work because of familial and household responsibilities. Results from a survey by PricewaterhouseCoopers showed that 48 percent of new mothers said they were not considered for promotions because they had children. Harvard Business Review found that women are 50% less likely to be called for an interview if their resumé has a career break due to childcare, compared to if the break was due to getting fired. In another recent study that consisted of 700 women in India, 40% of them stated that they felt unsupported by their company when they returned after maternity leave. The Journal of Applied Psychology (Volume 103), found that many women, to ensure they are committed to their jobs, feel compelled to come back early after maternity leave or stay in touch while they are away – at times even at an expense of their own health.

While the Act does exist, there is a discrepancy between legislation and execution. Do crèches truly exist at all organisations with 50 or more employees? Male parents are excluded from this as there is no law that ensures paternity leave. For breastfeeding working mothers, pumping rooms/facilities are required to ensure a smooth and hygienic process which doesn’t not invade on the employee’s privacy. The pregnancy stage and postpartum stage is a period of significant change for a mother and parent. A mother experiences physical, emotional and mental stress, strain and even trauma for which emotional and mental health care support is essential as well as physical health and care services to ensure the mother is fit and ready to go back into her workplace. Inclusivity training and awareness building in the workplace would significantly improve and ease the transition back after maternity leave.

Additional to maternity leave, organisations can ensure the health and well-being of working mothers and parents, and all employees through policies such as wellness days, parent leaves, returnships, medical and non-medical care that includes support, therapy, coaching, fitness, and holistic guidance, while also building a culture of empathy, by understanding diversity and focusing on communication within the organisation.

Carina Kohli, Founder, Humm Care

(DISCLAIMER: The views expressed are solely of the author and ETHealthworld does not necessarily subscribe to it. ETHealthworld.com shall not be responsible for any damage caused to any person / organisation directly or indirectly.)





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