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support new mothers in the workforce it sounds like the right thing to do, but what is often forgotten is that it is imperative to business success. Studies show that a shocking 17% of women leave work altogether in the five years after giving birth, compared to just 4% of men. Postpartum depression is taking its toll on employers 6223 dollars per woman with lost productivity if maternal depression is not treated after she returns to work.
I will share the powerful opportunity employers have to turn these numbers around and provide the support that will not only address gender inequalities and promote greater diversity and inclusion within organisations, but also positively impact their business end. This issue has firmly moved from a moral right to a business imperative.
How my experience shaped my view of postpartum mental health in the workplace
As the CEO of a mental health company, you might assume that I would be prepared for the possibility postpartum depression, and you're not entirely wrong. I have always been aware of the importance of creating a strong support system for my mental well-being consisting of many tools, including therapy, exercise, training and meditation. As a former Division 1 lacrosse athlete, I am very aware of the interconnectedness of physical and mental health, the mind and body connection.
My husband and I moved to Boston before we got pregnant to be closer to our families, and I was born feeling great about the support I had around me. But nothing could prevent the inevitable wave of emotions after birth. I was lucky enough to have a fairly easy pregnancy, but the first month after giving birth was incredibly difficult, both emotionally and physically. After giving birth, I was unable to walk without severe pain and bleeding. Made up of surging hormones and lack of sleep, the fourth trimester was the hardest part of my pregnancy so far.
At times, I found myself struggling with postpartum anxiety and disturbing intrusive thoughts triggered by everyday scenarios like me or my husband driving our baby in the car. I couldn't drive my son Reece alone for a while as I would have extreme anxiety or even a panic attack. I struggled with the remote possibility that I would lose control and get into a car accident and die. I was constantly worried about falling down the stairs when holding Reece and sometimes felt uncomfortable carrying him in our house. I was horrified by the fact that I was completely responsible for this little baby's life. I love my son more than anything, but the noise of these thoughts would overwhelm me from time to time. And I know I'm not alone … whenever I open up to friends about this, they share similar experiences.
The truth is ours health care system it is not designed to support new mothers. Expectant mothers are seen at least monthly, and sometimes weekly, in preparation for delivery, but after the baby is born, the next recommended appointment with a medical professional is not for another six weeks. These six weeks are incredibly challenging for most parents. While 70% of women may experience the “baby blues,” a brief period of feeling sadder or more anxious than normal, it is estimated that 1 in 7 women experience postpartum depression, yet 50% are not diagnosed by a health professional. This is why it is vital that screening for postnatal anxiety is offered to all new parents so that the necessary support can be provided quickly.
In the blink of an eye, it is time to return to the workplace, often before we have fully recovered physically or mentally from this life-changing event. More than half of American women (55%) return to work during their child's infancy, and most return within the first three months after birth because they have no other choice. Many women feel pressured to pick up right where they left off. Some, myself included, felt ready and willing to dive back into a full program.
However, I soon realized that I was unable to, something that would have been unthinkable a year ago. Becoming a new mom brought into focus a reality I couldn't ignore: I wasn't the same CEO I was before I gave birth—neither physically nor emotionally. And instead of fighting it, I decided to embrace it. In my case, time was healing. After my body physically recovered, I was able to process my postpartum emotions with the help of my therapist, my husband, and the rest of my family. Having a safe space to confess and process all my emotions, not just the positive ones, is ultimately what helped me the most during those first challenging months.
I realized that relying on my incredible leadership team and broader workforce was not a sign of weakness, but rather a testament to the strength of collaboration and trust within our organization. I started doing yoga and THINK again, slowly finding a balance between my two high-stakes jobs – CEO and new mom. Giving myself grace was perhaps the most challenging but also the most liberating aspect of this journey. As women, we often put tremendous pressure on ourselves to excel in every aspect of our lives, but motherhood has taught me the importance of embracing imperfection and allowing yourself room to grow and learn along the way. It's a lesson that I believe many women struggle with, but which is essential to achieving a sense of balance and fulfillment in both our personal and professional lives.
The economic case for supporting new mothers in the workplace
Supporting new mothers in the workplace is not just about doing what is morally right; it's also a smart business decision with tangible economic benefits. While the societal importance of this support is widely acknowledged, let's delve into the compelling facts that underline its necessity.
Studies show that the annual cost of lost productivity attributable to postpartum depression (PPD) in the United States stands at $7.4 billion. Postpartum depression has been estimated to cost employers 6223 dollars per woman with lost productivity if maternal depression is not treated after she returns to work.
Additionally, research shows that women dealing with postpartum depression incur staggering health care costs. 90% higher compared to those who do not experience PPD. These figures paint a grim picture of the economic impact of untreated PPD on jobs.
When women with postpartum depression don't get the support and flexibility they need from their employers during this challenging time in their lives, they often end up leaving their jobs. Not only is this extremely damaging to the wider issue of keeping women in the workforce, but it also becomes very expensive for employers, with research finding that replacing a young mother costs employers 1.5-3 multiplied her salary.
As business leaders, we have a responsibility to support our employees, including new mothers, by creating supportive cultures with mental health care tailored to prevent and treat clinical conditions such as postpartum depression. Becoming a new mother has been a transformative journey that has led me to advocate for open dialogue about the often silent experiences of postpartum depression and the challenges of returning to work.
Connected: Empowering working mothers starts with employers
As a company, the joys of pregnancy and MOTHERHOOD are drilled into our brains, but the struggles are shrouded in shame and stigma. The only antidote to shame is disclosure, which is exactly why I felt compelled to share my story and encourage others to do the same. The economic case for supporting new mothers in the workplace is undeniable. Not just because it's the right thing to do, but because it's the smart thing to do for businesses and society as a whole.