The idea for this article came to me when my mother shared a little anecdote from her work. She told me about a colleague who had an infant daughter. Since no one could look after her child at home, she relied on a nearby nursery. My mother often accompanied her coworker to visit her baby during their lunch break. Though this is a common situation, it made me wonder why nurseries aren’t standard in every workplace.
According to a 2024 Lean In report, almost all surveyed companies today provide basic support for employees who are parents, caregivers, or managing health challenges. These benefits lead to happier employees and better retention rates. But are these measures enough? Many working moms still struggle with rigid work schedules, inadequate parental leave, and the constant juggle between career and caregiving.
When I look at recent trends, as a young adult, I think the world has not been kind to women. While we are taught to have dreams and progress, true equality remains out of reach. Finding your voice in this mess can be a big challenge for women who are expected to be both model mothers and model employees. When workplaces do not value your voice, it can make you wonder why you should even bother trying. 
So, what does a truly mom-friendly work culture look like?
1. Mom-Friendly Infrastructure
Yes, on-site childcare should be the norm for sizeable workplaces. Having a nursery or daycare facility allows mothers to focus on their work without the constant stress of arranging childcare or worrying about their children’s well-being. But let’s take it a step further.
- Family-friendly workspaces: A designated quiet space where mothers (or anyone else for that matter!) can relax during breaks, featuring comfortable seating and a soothing ambiance, can provide much-needed respite. Additionally, hosting occasional “Bring Your Child to Work” days can help normalize caregiving in the workplace and foster a more inclusive culture. The area should have soft flooring, childproof furniture, and enclosed spaces to ensure safety and security. A separate quiet zone can be designated for activities like reading or napping, offering a peaceful retreat for both children and parents.
- Parent rooms: Designated spaces for nursing, and pumping, can make a world of difference. Moreover, having access to trained support staff such as caregivers, early childhood educators, or even on-call babysitters can provide even more support. can further enhance this infrastructure.
When organizations invest in such infrastructure, they create a more inclusive and family-friendly work culture, ultimately leading to happier, more engaged, and more productive employees.
2. Work That Works for Moms: Beyond the 9-to-5
Rigid schedules don’t align with the unpredictable nature of parenting. Employers need to prioritize results-driven work cultures over facetime.
- Remote work & hybrid models: Many roles today don’t require a physical presence in the office every day. If moms can be just as productive from home, why not allow that flexibility?
- Shift adjustments: When performance is measured by output rather than hours spent in an office, working moms can structure their workdays around their peak productivity times while also managing childcare duties efficiently.
- No more mom penalty: Women shouldn’t be seen as less committed simply because they need flexibility. Companies should actively challenge biases that associate flexibility with lower performance.
3. Transparent and Inclusive Parental Leave Policies
Parental leave policies vary widely, and many moms face challenges when it comes to securing adequate time off. Some companies offer generous leave, while others provide minimal support, forcing women to return to work too soon.
- Clear Communication: Companies should have well-documented, easy-to-access leave policies that outline eligibility, duration, and pay structure.
- Phased return-to-work plans: Instead of expecting moms to jump from full-time leave to full-time work, phased return options can ease the transition.
By ensuring transparency and communication about maternity leave policies, employers help reduce anxiety for working mothers, enabling them to plan their leave with confidence and return to work smoothly.
4. A Culture That Doesn’t Guilt Moms for Being Moms
A mom-friendly workplace isn’t just about policies; it’s about people. Colleagues, managers, and leadership all play a role in fostering an environment where working moms feel valued and supported.
- Normalize caregiving conversations: Managers should encourage open discussions about work-life balance without stigma.
- Employee Resource Groups (ERGs) for moms: Companies can create communities where working moms connect, share resources, and advocate for better policies.
- Lead with empathy: A culture that understands the challenges of working motherhood will see lower burnout rates and higher engagement.
Why This Matters
At the end of the day, no mother should have to choose between her career and her family. Mom-friendly workplaces benefit families and also companies with happier, more productive employees and a better bottom line.
This is everyone’s responsibility. Compassionate working cultures allow all employees to thrive and also become agents of change.
Himani Mehra, Liftery intern and also the founding member of Limitless Stree, an initiative to empower women and girls in India. She is a passionate advocate for mental health and gender equality, leverages her background in psychology to drive positive change. She can be reached via LinkedIn.
More articles like this:
