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<\/figure>\n\n\n\nA notification pops up on your screen \u2013 your high-potential employee (HIPO), Priya, is returning after maternity leave! A wave of relief washes over you. Priya is a rockstar developer, and her absence left a noticeable gap in the team. In her absence, the team has also been through different challenges, wins, and usual changes that happen every week.<\/p>\n\n\n\n
Priya\u2019s return highlights a crucial challenge \u2013 ensuring talented women like her feel supported after metarnal leave. It is important to ensure that empowerment is done holistically and carefully considering the different dynamics that exist in the workplace. Hence, amidst the excitement, a nagging worry creeps in. How can we ensure Priya feels welcomed back, not just as a returning colleague, but as a working mother?<\/p>\n\n\n\n
There\u2019s no one-size-fits-all answer. Priya\u2019s life has undergone a seismic shift \u2013 the joys (and sleep deprivation!) of motherhood are a whole new reality. A simple \u2018welcome back\u2019 just won\u2019t serve the purpose.<\/p>\n\n\n\n
This isn\u2019t an isolated concern. A NASSCOM report throws a harsh light on the situation \u2013 a staggering 43 per cent of women in IT leave their jobs after childbirth. This exodus hurts not just these talented women, but the entire industry\u2019s potential.<\/p>\n\n\n\n
Why do they leave? The answer lies in the struggle to balance motherhood with demanding careers. Traditional work schedules are a mismatch for the unpredictable needs of a child. Add to that the immense pressure of finding reliable, affordable childcare, and the pressure becomes overwhelming. Mothers, stretched thin, may feel unsupported and ultimately make the heartbreaking decision to leave their careers behind.<\/p>\n\n\n\n
But there\u2019s hope! Companies can bridge the gap for working mothers like Priya with some smart solutions:<\/p>\n\n\n\n
* The Power of Flexibility: Forget rigid schedules! Empower employees like Priya to design a work arrangement that fits her needs. Could she work remotely some days? Or perhaps adjust her start\/end times? Studies like Stanford\u2019s showcase the benefits. Accenture\u2019s flex model, for instance, saw a 13 per cent productivity boost!<\/p>\n\n\n\n<\/figure>\n\n\n\n