Companies are also looking to expand family-related policies beyond parental leave. Neiman Marcus Group’s family leave policy covers bereavement, and the company will cover travel expenses for medical procedures such as abortions. Galeries Lafayette has policies to help employees experiencing miscarriage, gender transition, and single parents struggling with family tensions, while Hermès has similar policies for long-term illnesses such as cancer, burnout, bereavement, domestic violence, and addiction. Tapestry offers discounted care for children, adults, and elderly relatives, and provides resources for finding elderly care, pet care, and housekeeping.
Returning to work after maternity leave
BCG’s Owings says offering flexibility and career coaching can go a long way for working parents returning to the workplace after time off. At Hugo Boss’s German team, new parents are assigned a dedicated HR manager upon their return, while in the U.S., a return-to-work transition program offers the flexibility to work two days in the office for the first month. In addition to flexibility and remote work options, the Moncler Group offers additional paid leave options for the first three years after a child is born.
According to McKinsey’s 2023 Women in the Workplace report (surveying more than 27,000 women working for Canadian and U.S. companies, including 270 senior HR leaders), women are more career-motivated than they were before the pandemic, and increased workplace flexibility is helping to fuel their career ambitions: More than half (57%) of mothers with young children said they would have to quit their job or reduce their hours if flexibility wasn’t offered.
“The COVID pandemic has really helped working mothers prove that they can actually get their work done while working flexibly and working from home.”
“The COVID pandemic has allowed working mothers to prove that they can actually do their jobs while working flexibly and working from home. Suddenly, [hybrid working] “It’s not just for moms anymore, everyone’s doing it,” says Lydia Steele, svp of fashion at the London office of Purple PR and a mother of three.
But the double standard remains. “I was conflicted about my place in the business and the industry, and my place with my male partner, who was a very involved and active father, but he was never stopped, physically changed or restricted,” says Marta Marques, who runs Marques Almeida with her partner Paulo Almeida, and has two young children. “We were on very equal footing, and were perceived as such in the industry.” [but that] Maybe it has changed without us realizing it.”
Marta Marques and Paulo Almeida with their daughters.
Photo: Josh Upton
“I can’t tell you how many times I’ve been told, ‘You’re so lucky that your husband allows you to travel.’ If it was my husband who was traveling, I don’t think they would have said that.”
“I can’t tell you how many times I’ve been told, ‘You’re so lucky that your husband allows you to travel,’ and I don’t think they would have said that to me if my husband was traveling,” says Leanne Wiggins, a London-based luxury brand consultant and former head of women’s buying at Matches.
The penalty of being a mother
Working mothers say childcare costs are a major source of stress. [my daughter] “Daycare is expensive, and I have to earn the money to put my daughter in daycare that day,” says Pooja Adam, a personal stylist and wardrobe organizer based in London.
