The Tribune

By Ian Ferguson

This week we pause to celebrate mothers, and the contributions they make to the corporate world. I have heard many say that it is a mother’s resolve to provide for her children that causes women to be so driven and productive at work. It goes without saying that mothers and, by extension, women have had to carry much of the load and make up for the slack created by men not rising to the occasion.

Today, then, we focus our dialogue on the contributions that mothers continue to make, and encourage businesses to honour their efforts.

Most mothers, even at work, are considering ways to improve life for their family. To further encourage loyalty and improved the efficiency of female staff, businesses might wish to employ these mother-friendly tips and benefits:

• Provide insurance for the family

Affordable medical insurance coverage for the family, which the company initiates, promotes and supports, should never be an optional after-thought, but rather an orientation in scripted benefits to the employee.

• Offer paid

paternity leave

Every mother wants her husband at home during this most crucial time in a family’s life. Sadly, most men cannot afford to be at home without a work policy allowing them to spend two weeks bonding with their recovering wife and newborn.

Businesses do not have to wait on the Government or trade unions to enact policy before they see the business sense in allowing this progressive course of action.

• Establish college grants and scholarships

With the rising cost of university education, most mothers would gladly contribute to a trust fund or scholarship programme that is awarded to their children upon completion of high school. The workplace is a huge part of our community, and should give consideration to helping in these important times.

• Provide day and afternoon care

No mother will work to their full potential if they do not think their children are safe or being taken care of.

For an insignificant cost, many employers can provide nursery, day care or aftercare (homework/mentoring club programmes) as a part of the employee’s benefit package.

• Allowing for dependents leave

Truth is, a sick child means a sick parent. Outside of sick or casual days, companies should consider dependents leave for mothers, in particular, who must attend to their children when they are sick or hospitalised.

• Extended

maternity leave

Most mothers will agree that three months is insufficient time to bond with an infant or allow the body to heal from the birthing event. Additional time off, or allowing new mothers the opportunity to work from home, eradicates the feeling of being torn in two directions.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.