Abstract:
Corporate culture seemingly does not encourage talented women to return to the
workplace or continue to operate effectively in the workplace, while managing
their domestic responsibilities. This has a direct influence on the progression of
talented women to senior positions and their retention in those positions
(Baggallay 2011).
While the above statement may be a narrow view, considering shifts in many
companies' policies which aim to support work-family balance, there are still many
underlying concerns regarding working mothers.
The primary purpose of this study is to identify common themes arising from the
return-to-work experiences of female employees following maternity leave in
South Africa.
The results of this study revealed that despite viewing work positively, the
participants in the study found the return-to-work experience after childbirth
difficult. A significant change in the attitudes of the participants towards their
careers after childbirth was also identified. This change is not necessarily negative
and should not be interpreted as an indication of loss of interest by the employees
in their careers. It does, however, highlight the need for adequate management of
the whole process from “workplace pregnancy” to return to work of female
employees.
Employers open to the evolution of best practice for maternity leave will attract
and retain high-calibre female talent.
