4 Ways to Meaningfully Support New Mothers Returning to Work

Interviews and surveys of hundreds of women in the U.S. who recently returned to work after giving birth reveals what help they valued most.

by

and

Christopher C. Rosen

by

and

Christopher C. Rosen

July 25, 2024

Tony Anderson/Getty Images

Summary.

Interviews and surveys of hundreds of women in the U.S. who recently returned to work after giving birth reveals four key support mechanism they value most: help navigating the HR infrastructure, creating spaces for key motherhood activities, having their identity as a worker validated, and having their identity as a mother validated. The research also explores why these four actions are particularly helpful, emphasizes that anyone can be a good ally, and recommends ways to better support non-birthing parents, too.

Returning to work after giving birth is one of the most challenging transitions for postpartum mothers. With a lack of access to paid federal leave within the United States, more than 25% of mothers return to work within two months of giving birth and approximately 10% return to work in four weeks or less. This means that in addition to their physical recovery and the psychological adjustment to motherhood, postpartum mothers are also navigating new shifts in identity as a working mother — a uniquely challenging period that author Lauren Smith Brody refers to as “the fifth trimester.” In her Washington Post column, Amy Joyce described this experience as women “returning to jobs when their bodies (and hearts) might be wanting them to do otherwise: They suffer from painful breasts, leaking milk, the stress of trying to balance a job with new family demands, plus a stigma that a mother can’t excel at work.”

Nitya Chawla is an assistant professor of Work and Organizations at the Carlson School of Business, University of Minnesota. Her research explores issues tied to diversity and inclusion within organizations as well as the importance of employee well-being — both at work and at home.
Allison S. Gabriel is the Thomas J. Howatt Chair in Management and Faculty Director of the Center for Working Well at Purdue University’s Mitchell E. Daniels, Jr. School of Business.
Melanie Prengler is an assistant professor of leadership and organizations in the Darden School of Business at the University of Virginia. She researches allyship, anti-racism, and the future of work.
Kristie Rogers is an associate professor of management in the College of Business Administration at Marquette University. She researches respect and identity at work, exploring how workers thrive in the face of challenges around stigma, disrespect, and tensions that are difficult to resolve.
Benjamin Rogers is an assistant professor of management and organization at Boston College. He studies the ways people find meaning, the stories we tell about our work and lives, and interventions to improve employee well-being.
Alyssa Tedder-King is a PhD candidate in organizational behavior at the Kenan–Flagler Business School, University of North Carolina at Chapel Hill. Her research interests include gender, diversity, and allyship.
Christopher C. Rosen is the John H. Tyson Chair in Business Management in the Department of Management at the University of Arkansas’ Sam M. Walton College of Business. His research interests include employee well-being, motivation, and workplace politics.

4 Ways to Meaningfully Support New Mothers Returning to Work

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