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Content Warning: This article includes references to maternal mental health and trauma that may be distressing to some.
One in every five women in the US are impacted by a mental health or substance use disorder during their perinatal period, pregnancy, and the year after birth.
The most common disorder is postpartum depression, in which mothers may experience sadness, fear, anxiety a mix of sadness, a lack of energy, and mood swings. Others suffer from perinatal depression, anxiety, or psychosis.
A quarter of all maternal deaths, between six weeks and a year after childbirth, are associated with mental health problems. In 40 percent of cases, better care could have resulted in a different outcome.
Indeed, in many cases, mothers are not getting the support they need. Past research has found that upwards of 75% of pregnant persons affected by mental health symptoms remain untreated.
Whilst events such as Maternal Mental Health Month, which is currently underway in May, do a fantastic job raising the spotlight for the topic that remains a taboo in many organizations, employers can do more to support employees who are working mothers year-round.
Breaking the Maternal Mental Health stigma in the workplace
Much of the work done throughout the year by advocates, particularly during Maternal Mental Health month, concerns advocacy, community, conversation, outreach, and education.
Organizations rightly use the opportunity to help normalize conversations about maternal mental health. Online or in-person events, workshops, and meetings are an excellent starting point to educate workers – especially company leadership – on the need for greater conversation around Maternal Mental Health.
These formats can give working mothers the freedom, platform, and psychological safety to share testimonies and stories, helping raise awareness and education, and breaking the stigma of a topic that many are fearful to discuss in the workplace.
“Long ago, we were told to leave our personal issues at home when we came to work,” says Alina Hadi, Global Head of Benefits at CSL. “But now thankfully, that thinking has changed and employers are acutely aware that the whole person that is their employee will be more productive and engaged if they have support for all aspects of their wellbeing.”
However, while these events are a great starting point, they are exactly that – a starting point. To deliver meaningful progress, employers cannot simply set up an optional workshop once a year and expect that working mothers will feel supported and safe.
Instead, they should use these moments each year to reflect on the latest industry benchmark policies and any feedback from staff on how they could improve company surrounding maternal mental health.
“Everyone’s mental health journey is different and that journey looks different at each stage of their lives,” Hadi echoes. “It is important to design benefits that support individuals at every step plus reiterating that it is ok not to be ok and where to turn to for help.”
What Maternal Mental Health policies could make the difference?
At the top of this article, we mentioned the sheer scale of maternal mental health disorders that go unsupported. Employers must take responsibility for their part in this and develop a comprehensive benefits policy that supports working mothers.
Generous maternal and paternal leave packages are a good place to start. International employers in particular should consider global minimum standards for benefits, such as London Stock Exchange Group’s 26-week parental leave policy.
Access to mental health support programs during pregnancy and after childbirth is also crucial, and not solely as a reactive measure. Therapeutic programs, on-demand conversations, and wellbeing resources can help give working mothers the tools they need to keep on top of their mental wellbeing, and to know where to turn if they do suffer from maternal mental health disorders.
CSL, for example, offers a variety of benefits to support maternal mental health. “The resources and support provided to employees are for those with children of all ages,” Hadi explains. “CSL covers the cost of an excellent tool to facilitate meditation and help with resilience. Subscriptions are extended to all employees in every country and up to 5 members of the employee’s household.”
CSL also provides a strong mental health benefit in every country it operates in, including the US, through offering eight sessions per year to employees and their families. Working parents are given tools to guide them through various stages of parenting.
Employers should also strongly consider offering childcare benefits in the wake of a childcare crisis that has seen access diminish and costs spiral. Hadi explains that the CSL specifically offers back up emergency childcare to address this issue and covers summer camp costs for children up to age 13.
“We also offer caregiving leave plus generous paid leave for new mothers and fathers so they can spend time bonding with their children,” she explains. “Flexible working where possible is also a great policy that allows working partners to manage work and family commitments.”
Creating cultural support behind maternal mental health
There is a caveat with each of these policies – they will be ineffective without cultural support. Company leaders, HR teams, and maternal mental health champions must all lead by example.
Hadi and her team at CSL, for example, has introduced a Global Wellbeing Steering Committee that is constantly reviewing and researching programs, benefits, and engagement strategy to ensure that the mental wellbeing of its colleagues is a priority – including maternal mental health.
“We have numerous touch points throughout the year where we remind employees about the benefits available to them,” she notes, adding that her team has also launched ‘wellbeing champions’ at four major locations to plan regular activities and promote the benefits available to employees.
“Getting the word out and sharing testimonials about the benefits of mental wellbeing resources, especially from people leaders, really helps working parents not feel alone and gives them a guide on where to turn to for help,” Hadi adds.
By speaking openly (but sensitively) on the topic of maternal mental health disorders, and visibly taking advantage of benefits designed to support working parents, employers can ensure mothers feel safe and secure to take advantage of the policies without fear of judgment, retribution, or retaliation.
Although the human-centric argument for creating a culture that supports maternal mental health is strong enough on its own, there are company benefits.
“When parents are struggling with mental health, it has a big impact on their work and physical health,” Hadi asserts. “When employees have resources and benefits that support wellbeing that directly leads to increased retention, job satisfaction, reduced absenteeism, less injuries, and greater productivity. The ROI on investments in wellbeing are tremendous.”
If you would like to share your maternal mental health story with HR Grapevine – or the work your company is doing to support working mothers – leave a comment and we will be in touch.
