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A recent study on Maternity Leave conducted by an Indian university sheds light on a concerning trend, revealing that 73% of women in India opt to leave their jobs after giving birth. According to the survey report ‘Second Innings’ conducted by the Indian Women’s Network (IWN) of the Confederation of Indian Industry (CII), 37% of women opt to leave their careers prematurely due to difficulties associated with maternity or childcare. In a distinct study, the McKinsey Global Institute emphasizes that increasing women’s involvement in the Indian workforce to 41% by 2025 has the potential to add an estimated Rs 46 lakh crore to the GDP.

It is imperative for employers to recognize the invaluable benefits that mothers bring to the workforce. Despite the prevailing trend of mothers leaving their jobs, they contribute a unique and exceptional set of skills. Masters of prioritization and multitasking, mothers possess outstanding communication and time management abilities. Their strength, resilience, adaptability, and adeptness at handling distractions make them valuable assets for any organization. As an effort to provide further support to working mothers, the extension of maternity leave to 26 weeks under the Maternity Benefits Act 1961 by the Indian Parliament received much appreciation.

KNAV, a global accounting and business advisory firm, has positioned itself as a trailblazer in fostering an inclusive workplace that prioritizes the seamless return of women after maternity leave. The firm is committed to inclusivity, flexible policies, and robust support systems makes it a preferred workplace for women navigating the complex journey of rejoining the workforce post-maternity leave.

Inclusive Culture at the Core

At KNAV, inclusivity is not just a buzzword; it’s a fundamental aspect of our organizational culture. Firm’s commitment to fostering an inclusive environment ensures that returning mothers feel valued and supported in their professional journey. According to internal surveys, 75% of women at KNAV feel a sense of belonging, highlighting the success of the organization in fostering an environment that embraces diversity.

“KNAV’s commitment to inclusivity makes it a place where I feel valued and heard. This support has been pivotal in my successful return to work.” – Chitra Galagali, Assistant Manager, US Tax, KNAV

Flexible Work Arrangements

Understanding the diverse needs of our workforce, KNAV places a premium on flexible work arrangements. The company acknowledges that the journey back to work after maternity leave comes with unique challenges. Its flexible work policies empower women to strike a balance between professional responsibilities and family priorities, ensuring a seamless transition back into the workplace.

Comprehensive Parental Leave Policies

KNAV’s commitment to supporting working mothers is evident in its comprehensive parental leave policies. The management go beyond statutory requirements to provide ample time for mothers to bond with their newborns and smoothly transition back to work when they are ready. The firm’s inclusive approach recognizes the importance of a supportive foundation for both professional and personal growth.

Mentorship and Networking Opportunities

Recognizing the power of mentorship, KNAV actively promotes mentorship programs and networking opportunities. The women employees returning from maternity leave are paired with mentors who provide guidance, share experiences, and offer valuable insights. This network helps women navigate challenges, fostering a sense of camaraderie and professional growth.

Professional Development Initiatives

KNAV’s focus on continuous learning and development is reflected in the participation rates of women in various professional development initiatives. Data indicates a 30% increase in the enrollment of returning mothers in skill enhancement programs and workshops compared to previous years.

“The professional development opportunities at KNAV have allowed me to stay relevant and continuously grow in my role, even after maternity leave.” – Palak Sanghavi, Manager, International Assurance, KNAV

Supporting Mental Health during the Return to Work

The return-to-work post-maternity leave is often a challenging and stressful phase for working mothers, necessitating enhanced mental health support. The firm’s Human Resource (HR) managers play a crucial role in facilitating this transition by offering various forms of mental health support tailored to the specific needs of returning mothers.

This support can encompass counseling sessions, access to Employee Assistance Programs (EAPs), or the provision of resources dedicated to mental health assistance. By prioritizing the mental well-being of mothers, organizations contribute to their overall stability, enabling them to navigate the demands of work and personal life more effectively. This, in turn, fosters an encouraging work environment that recognizes and addresses the unique challenges faced by returning mothers.

Technology Infrastructure for Remote Work

In alignment with the evolving work landscape, KNAV is equipped with cutting-edge technology infrastructure that supports remote work. This ensures that the returning mothers have the flexibility to work from home, providing a seamless integration of professional and personal responsibilities.

“Having the flexibility to work remotely at KNAV has been a tremendous support, allowing me to contribute effectively while managing my family responsibilities.” – Mahima Sharma, Associate, International Assurance, KNAV.

Conclusion

KNAV’s data-driven commitment to creating a preferred workplace for women returning from maternity leave is a testament to its unwavering dedication to inclusivity and support. The organization’s success in implementing flexible policies, mentorship programs, and comprehensive support systems is evident in the positive feedback and high satisfaction rates among its female workforce. As KNAV continues to set benchmarks in fostering an environment where women can thrive in their professional journeys, it stands as a shining example of how organizations can champion diversity and empower women returning from maternity leave.