When we look at a mother returning to work after the birth of a child, what do we see? We may ask her about her new baby and whether the baby is sleeping, but have we considered the smile on her face is nothing more than an accessory? She may not have the weight of carrying her baby along with her diaper bag, however, she is carrying the weight of a new identity. When she welcomed her new child into this world, an identity shift took place - as a mother. In the same sense, an identity shift takes place when she opens the door to work - as a working mother. 

The American Psychiatric Association recognizes one in seven women experience postpartum depression and it’s estimated that nearly 66% of women are undiagnosed. While there are various factors for women who face postpartum depression, two causes are associated with the stress of work and low social support. 

While it may not be intentional, the greatest disservice we can have on mankind is the choice not to ask questions to understand, and as a result fail to show compassion. How can we help this new mother transition back into the workforce? 

Postpartum depression is considered a disability, and employers are responsible to provide accommodations in these situations. The Job Accommodation Network is a great resource to consider when evaluating accommodations, and makes the following recommendations: 

Concentration 

• Reduce distractions in the work area:

  • Provide space enclosures, sound absorption panels, or a private office 

  • Allow for use of white noise or environmental sound machines 

  • Allow the employee to listen to soothing music

  • Provide a noise canceling headset

  • Plan for uninterrupted work time

  • Purchase organizers to reduce clutter

• Increase natural lighting or provide full-spectrum lighting

• Allow flexible work environment: 

  • Flexible scheduling

  • Modified break schedule

  • Work from home/Flexi-place

• Divide large assignments into smaller tasks and goals

• Use auditory or written cues as appropriate 

• Restructure job to include only essential functions 

• Provide memory aids such as schedulers, organizers, and/or apps

Managing Stress / Emotions

• Encourage use of stress management techniques to deal with frustration 

• Allow the presence of a support animal 

• Allow telephone calls during working hours to doctors and others for needed support 

• Use a mentor or supervisor to alert the employee if behavior is becoming unprofessional or inappropriate 

• Assign a supervisor, manager, or mentor to answer the employee’s questions 

• Restructure job to include only essential functions during times of stress

• Refer to counseling, employee assistance programs (EAP)

• Provide backup coverage for when the employee needs to take breaks

• Allow flexible work environment:

  • Flexible scheduling 

  • Modified break schedule

  • Leave for treatment 

  • Work from home/Flexi-place

Sleep Disturbances

• Allow for a flexible start time

• Combine regularly scheduled short breaks into one longer break 

• Provide a place for the employee to sleep during break

• Allow the employee to work one consistent schedule

• Provide a device such as a Doze Alert or other alarms to keep the employee alert 

• Increase natural lighting or provide full spectrum lighting 

Fatigue

• Allow flexible work environment: 

  • Flexible scheduling 

  • Modified break schedule 

  • Work from home/Flexi-place 

• Provide a goal-oriented workload

• Reduce or eliminate physical exertion and workplace stress

• Implement ergonomic workstation design

Attendance

• Allow flexible work environment: 

  • Flexible scheduling 

  • Modified break schedule 

• Work from home/Flexi-place 

• Provide straight shift or permanent schedule

• Allow the employee to makeup the time missed

• Modify attendance policy

  • Example: count on occurrence for all mental health-related absence

Many organizations have health and wellness programs with the ability to easily expand to create more support for new mothers - whether it be their first child or fourth. With an expanded health and wellness program, it has the ability to implement various suggestions from the Job Accommodation Network. Beyond this and with forward thinking, when organizations are in the building design process they may even want to consider various elements that could be proactively implemented to help those with depression such as additional windows, skylights, alternative lighting and a place to step away to take a break - whether it be indoors or outdoors. 

When expanding a health and wellness program to support postpartum mother’s, this should include identifying an appropriate pumping space prior to this mother’s return. Beyond compliance, providing this space is the right thing to do as the health benefit to both the mother and child far exceeds the cost of implementation.

When creating lactating space, let's first consider if it is accessible to all mothers who choose to breastfeed through universal design for those who may have a physical disability, such as those in a wheelchair. 

This space must be a place, other than a bathroom, that is shielded from view and free from intrusion. The following areas should be considered in the design process: 

• A private and comfortable space that may include a door that can lock 

• An electrical outlet for plugging in the pump

• A comfortable chair, with a table for the pump

• If not located within, close proximity to a sink to clean pumping parts 

• If not located within, a refrigerator for breast milk to be stored

• A multi-user breast pump so mother’s don’t have to bring their pump to and from work - or have to drive home 

With mental health issues on the rise due to Covid, some of these initiatives can reach far further than the mother who faces postpartum depression.  Fostering a supportive environment that helps remove the stigma of mental health will pay dividends far beyond a larger return on investment for a more engaged workforce and savings in healthcare premiums. In the instance of a mother’s battle of postpartum depression, this could mean her case is less severe and more likely to recover sooner. Time is our most precious commodity, and what if you could make a difference in helping this mother find joy during this precious time in her life? 

To answer this question in short - consider the golden rule when a new mother returns to work. Through life, we all find ourselves in a season where we need more support than others and more than anything, we need grace and compassion. A new mother experiencing postpartum depression is not only carrying the weight of a new identity, but shame and embarrassment for not fully having the newborn bliss that we all hear of. Beyond the impacts that postpartum depression has on a mother, children of mothers with postpartum depression are at a greater risk for cognitive, emotional, development and verbal deficits and impaired social skills. 

More than anything, this mother needs a supportive environment, and what if we could be prepared to help her before she even asks?