India Inc is going the extra mile for new mothers in the workforce.

A host of organisations like Capgemini, EY, Titan Co and Grant Thornton Bharat are rolling out initiatives like flexible work options, employee resource groups, creche subsidies, onsite childcare, nursing rooms and designated parking spots in an effort to provide support to new mothers within the workforce and ensure a smooth transition back to work post maternity leave.

Capgemini has introduced onsite nursing rooms to offer breastfeeding support for new mothers, as well as wellness programmes and mindfulness sessions to help them manage stress and improve their well-being. The company has also rolled out flexible work options like telecommuting, part-time work and flexible hours.

“Offering family-friendly policies and benefits has had a competitive advantage for us in attracting and retaining top talent. It also helps us promote a culture of inclusion and diversity by ensuring that women have equal opportunities to succeed in their careers, regardless of their family status,” said Sreya Ghosh Oberoi, senior director - diversity and inclusion – India, Capgemini. ( website : https://capgemini.com/in-en/ )

EY’s ‘MomEY’ programme provides coaching for female employees who are going on maternity leave, with supportive conversations around flexibility, sharing experiences and building the confidence to make a career comeback, said Sandeep Kohli, talent leader, EY India.

According to a new report by CIEL HR Services, shared exclusively with ET, a majority of respondents (67%) to a recent survey by it felt that flexible/remote work was the most important step that companies should take to support working mothers in the workplace.

Onsite childcare facilities were identified as the second most important, with 17% of respondents indicating this as their preference. The study had responses from women working at 600-odd companies.

“New mothers struggle with work-life balance, finding reliable childcare, face unconscious bias and lack of support from co-workers. Companies must prioritise rolling out holistic maternity benefits to support new mothers at the workplace,” said Aditya Narayan Mishra, managing director and C-rs to travel with their child and caretaker on work trips, for children up to three years of age, chief people officer Swadesh Behera told ET.

“This allows employees the flexibility to integrate their family with business travel and supports new mothers when critical travel has to be undertaken,” Behera said.

According to a recent study conducted by the Klay Centers for Child Development and Care, over 75% of employed mothers have acknowledged that their employers offer maternity policies and leave to alleviate their childcare responsibilities. However, nearly 60% of these mothers believe that organizations can take further steps to support them in achieving a better work-life balance while managing childcare.

In response to these challenges, companies such as Grant Thornton Bharat have introduced second career programs aimed at facilitating a seamless return to the workforce for women who have taken a career break, often due to childcare obligations.

Grant Thornton Bharat launched its ‘Wings’ programme earlier this week, to empower women to re-enter the workforce after a career break of a minimum 12 months. The initiative includes coaching, mentoring and on-the-job learning to support women in all aspects of their professional and personal growth.
Given the rising healthcare inflation in India, it is also crucial for companies to provide comprehensive maternity coverage in their group health insurance policies, encompassing post-hospitalisation treatments for new mothers, said Aditya Bagarka, head of strategy and innovation at insurtech startup Plum.