Creating an Environment for Working Moms

Managing Moms Requires Imagination and Commitment to Family Values

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Marc Brownstein Marc Brownstein
Our industry has a greater percentage of young women in key roles than most other industries. As such, if we want to keep and grow the talented women -- once they become mothers -- in our agencies, we need to be as creative as the ideas we're hired to develop.

Some new moms may want to return to the workplace in a variety of roles: some may want to work part-time; some may request flex hours; others may ask for full-time work, in the agency part of the week, working the rest of the week from home. And there are surely dozens of others flexible structures that you've seen and experienced.

I believe it is important to be open to the needs of new moms for several reasons:
  • If you value your agency culture, identifying needs among your staff, and addressing them, will send a clear message that your agency is family-friendly. And progressive. In our case, Brownstein Group is a family-owned business;we believe that family comes first.

  • It's tougher to find special talent these days. If you make accommodations for working moms, it may come back to you in terms of increased loyalty.

  • Technology enables your staff to work remotely in a seamlessly manner. If you hire people you trust, the working mothers will often do more than you expect, and everyone wins. I measure results, not hours worked.

  • Inject a little human-resources creativity into your workplace, and you'll create an agency with a higher degree of respect for individuals.

  • It's 2008. It's the right thing to do.
I cannot recommend a specific human-resources policy for creating job structures for working mothers--that's something you have to tailor to your agency. But I can tell you that my experience with managing a progressive workplace with working mothers has been very positive.
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