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Supporting young mothers in the labor market seems right, but it is often forgotten that it is needed to achieve success in business. Research shows that this is astonishing 17% women leave their job completely inside five years after having a child, compared with just 4% of men. Postpartum depression costs employers money $6,223 on a woman who will lose productivity if the mother’s depression is not treated after she returns to work.
I’m going to share the huge opportunity that employers have to turn these numbers around and provide support that can not only address gender disparities and promote greater diversity and inclusion in organizations, but will also have a positive impact on their firms’ bottom lines. This issue has definitely ceased to be morally right and has turn into a business imperative.
How my experience has shaped my view of postpartum mental health in the workplace
As the CEO of a mental health company, you may assume that I could be prepared for the possibility of postpartum depression, and you would not be completely improper. I have at all times been keenly aware of the importance of making a strong support system for my mental well-being, consisting of many tools including therapy, coaching, exercise and meditation. As a former Division I lacrosse player, I’m keenly aware of the interconnectedness of physical and mental health and the mind-body connection.
My husband and I moved back to Boston before we became pregnant to be closer to our families, and I went into labor feeling good knowing the support I had around me. But nothing could prevent the inevitable wave of postpartum emotions. I used to be lucky that my pregnancy was quite easy, but the first month after giving birth was extremely difficult for me, each emotionally and physically. After giving birth, I could not walk without severe pain and bleeding. Combined with the surge of hormones and lack of sleep, the fourth trimester was definitely the hardest time of my pregnancy.
At times I struggled with postpartum anxiety and disturbing, intrusive thoughts triggered by on a regular basis situations, comparable to my husband or I having our baby in the automobile. For a while I could not drive my son Reece in the automobile by myself because it would cause me extreme anxiety and even a panic attack. I struggled with the distant possibility that I’d lose control and we’d get into a automobile accident and die. I used to be consistently fearful I’d fall down the stairs carrying Reece, and sometimes I didn’t feel comfortable carrying him around our house. I used to be terrified by the incontrovertible fact that I used to be completely responsible for the lifetime of this tiny child. I really like my son greater than anything, but the noise of those thoughts sometimes overwhelms me. And I know I’m not alone… every time I open up to friends about this, they have similar experiences.
The truth is that our healthcare system is not equipped to support latest mothers. Expectant mothers meet at least once a month, and sometimes even weekly, in preparation for childbirth, but after the baby is born, the next advisable visit to the doctor is not for one other six weeks. These six weeks are extremely difficult for most parents. Although 70% of girls may experience the “baby blues” – a temporary period of greater than usual sadness or anxiety, it is estimated that 1 in 7 women experience postpartum depression, but in 50% of them the disease stays undiagnosed by a health care skilled. This is why it is so vital that each one latest parents are offered postnatal stress screening so that they will quickly provide the support they need.
In the blink of an eye, it’s time to return to work, 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 the child’s infancy, and most return inside the first three months after birth because they have no other selection. Many women feel pressured to pick up exactly where they left off. Some, including myself, felt ready and eager to return to a full schedule.
However, I quickly realized that I used to be unable to do it, which might have been unthinkable a yr earlier. Becoming a latest mom highlighted a reality I could not ignore: I used to be now not the same CEO I used to be before giving birth – neither physically nor emotionally. Instead of fighting it, I selected to accept it. In my case, time healed. As my body recovered physically, I used to be able to process my postpartum emotions with the help of my therapist, husband, and the remainder of my family. Having a protected space to confess and work through all of my emotions, not just the positive ones, was ultimately what helped me the most during those difficult first months.
I spotted that leaning on my incredible leadership team and broader worker base was not a sign of weakness, but somewhat a testament to the strength of collaboration and trust inside our organization. I began practicing yoga and meditation again, slowly finding balance between my two high-stakes jobs – CEO and latest mom. Giving myself grace has probably been the most difficult yet liberating aspect of this journey. As women, we regularly put a lot of pressure on ourselves to excel in every aspect of our lives, but motherhood has taught me the importance of accepting imperfections and giving ourselves room to grow and learn. I imagine this is a lesson that many women struggle with, but is fundamental to achieving a sense of balance and success in each our personal and skilled lives.
Economic justification for supporting young mothers in the workplace
Supporting latest mothers in the workplace is not just about doing what is morally right; it is also a wise business decision that brings measurable economic advantages. While the social importance of this support is well known, let’s look at the compelling facts that underscore its necessity.
Research shows that the annual cost of lost productivity resulting from postpartum depression (PPD) in the United States is a staggering $7.4 billion. Postpartum depression is estimated to cost employers money $6,223 on a woman who will lose productivity if the mother’s depression is not treated after she returns to work.
What’s more, research shows that ladies struggling with postpartum depression incur staggering health care costs 90% higher compared to individuals who do not experience PPD. These numbers paint a clear picture of the economic impact of untreated PPE on jobs.
When women suffering from postpartum depression do not receive the support and flexibility they need from their employers during this difficult time in their lives, they often find yourself leaving their jobs. Not only is this incredibly damaging to the broader issue of keeping women in the workforce, it also becomes very costly for employers, with research showing that replacing a latest mother costs employers money 1.5-3 times her salary.
As business leaders, we have a responsibility to support our employees, including latest mothers, by creating a culture of support that features mental health care tailored to prevent and treat clinical conditions comparable to postpartum depression. Becoming a latest mom has been a transformational journey that has led me to advocate for open dialogue about the often silenced experiences of postpartum depression and the challenges of returning to work.
As a society, the joys of pregnancy and motherhood are ingrained in our brains, but the struggles are shrouded in shame and stigma. The only antidote to shame is revealing the truth, and that is why I felt the need to share my story and encourage others to do the same. The economic case for supporting latest mothers in the workplace is undeniable. Not just because it is the right decision, but because it is the smart move for businesses and society as a whole.