How to create a better workplace for Mums

This Mother’s Day, we speak to mothers to learn about how they juggled work and family, and how they would like the workplace to evolve to enable mothers to manage both career and loved ones. Here's part two of the series.

(Read part 1: We asked mums what how they would make workplaces better for mothers - here's what they said)

Mary, 46, lawyer

When Mary* was a lawyer who managed her own medium-sized legal firm, she worked long hours on both weekdays and weekends.

“By the time I got home in the late evening, I had no energy to even talk to anyone, let alone play or read to my children,” she said, adding that she was always chronically tired and had bodily aches and pains.

In the end, Mary left the legal profession. She wanted a less demanding job so that she can focus on her family.

“I left when the children started primary school because I realised it was still wholly on me to be their mother, and I wouldn't want to regret not being there for them during the crucial growing up years. You can't turn back the clock and it's no use having regrets later on,” she said.

Throughout her working life, Mary has taken long career breaks, and took up short-term contracts when available. She always made sure to keep in touch with her contacts even when she was not working full-time, and also kept herself updated with news and development within her industry.

“So, it wasn't really difficult to return to work. I never applied for any postings or jobs from advertisements as every job I got was through the grapevine or network,” she said.

If I were to do it again, I would introduce flexible work hours for mothers, the option to work from home for at least part of the week, a conducive place for nursing mothers, and more family-friendly staff activities."

Mary, whose two children are now 19 and 16 years old, said that it was “somewhat difficult” for mothers to thrive in the legal profession unless they have a very strong support system such as a responsible and understanding spouse, a reliable domestic helper and a capable mother/mother-in-law (in that order!)

Reflecting on this, she wished that she had implemented a few WLPs when she managed her own firm.

“We never thought of such policies as we were very work-driven, always emphasising that the firm came first. If I were to do it again, I would introduce flexible work hours for mothers, the option to work from home for at least part of the week, a conducive place for nursing mothers, and more family-friendly staff activities,” she said.

Mary believes that it is easier for mothers to be in the legal profession these days as workplaces are technologically advanced and have more family-friendly policies in place. In fact, after a 12-year hiatus, Mary has now returned to legal practice.

“My children have already left home for studies and it's a new area of law that I have never practiced,” she explained.

“Many people have said I'm simply insane to return but I want to believe I have at least 15 to 20 years of a productive work life left!”

* Not her real name

Dania Ridzwan, 34, assistant manager at TalentCorp

Dania said that career breaks were essential to her well-being.

After giving birth to her first child, Dania Ridzwan was diagnosed with postnatal depression.

“There were many factors, including having a job that was fairly inflexible. I remember thinking, all I need was some time-off here and there, the flexibility to leave an hour early and maybe work from home once a month so I can catch up with chores or sleep!” said the 34-year-old mother of two young children.

Dania has since taken two career breaks, saying that they were critical in helping her become a well-balanced person. She ensured that she worked part-time during her breaks as she believed that it was important to have something else to do, besides taking care of her children.

“It’s easier to jump back into the workforce that way,” she said.

When she decided to return to full-time work, Dania made it clear to hiring managers that she wanted two forms of flexibility – to work from home once a week and to leave on time on most days.

“My main purpose is to cut down on the commute, which is one hour each way. With that extra time, I can use it to either spend more time with family, work more from home if needed, or get extra sleep,” she added.

I remember thinking, all I need was some time-off here and there, the flexibility to leave an hour early and maybe work from home once a month so I can catch up with chores or sleep!"

However, Dania believes that flexibility should only be given to those who are competent, trustworthy and more importantly, those who can communicate well.

“If I can’t understand your emails and WhatsApp messages, it’s a bit hard for me to help you as a colleague,” she explained.

Still, Dania believes that companies should get past the idea that employees must work a certain number of hours in the office.

“Most parents I know are good at giving their all at work. They just want to leave on time, unless it’s really critical to be in the office – this is the bare minimum ‘flexibility’ that should be offered. If a company is open to it, working from home once a month or once a week is a huge help for parents and probably would not affect deliverables too much.”

Read Part 3: Here's what Saffura's mother taught her about work

We wish all mothers a very Happy Mother’s Day!

If you are looking for opportunities to return to work, do register with our Career Comeback programme for updates on workshops and job openings: www.talentcorp.com.my/careercomeback

For employers who are looking to attract, nurture and retain their talent, come speak to us about how to implement Work-Life Practices and Flexible Work Arrangements at your workplace. Drop us an e-mail at worklifepractices@talentcorp.com.my.

Tags: CAREER COMEBACK, CAREER COMEBACK PROGRAMME, MOTHER'S DAY, WORKING MOTHERS, WORK-LIFE PRACTICES

How to create a better workplace for Mums – according to Mums