Closing the Gap: Why Maternal Health Should Be a Leadership Priority

In boardrooms across America, leaders strategize about talent acquisition, retention, and productivity—yet many overlook one of the most impactful workplace wellness issues: maternal health. The statistics tell a sobering story: 46% of highly skilled women leave the workforce after becoming mothers, creating a significant talent drain that affects innovation and diversity at all organizational levels.

This exodus isn’t just a women’s issue—it’s a leadership crisis with direct impact on business outcomes. Depression and anxiety, conditions commonly experienced during the postpartum period, rank among the top five reasons for workplace absenteeism and presenteeism. When companies fail to provide adequate maternal support, they face replacement costs ranging from 1.5 to 2 times an employee’s annual salary.

The Current Landscape of Maternal Health in America

The United States continues to face a maternal health crisis that stands in stark contrast to our economic peers. Despite higher healthcare spending, the U.S. maternal mortality rate reached 22.3 deaths per 100,000 live births in 2022, with researchers estimating that 63% of these deaths were preventable.

Beyond mortality statistics, many working mothers struggle with inadequate support during critical transition periods. A staggering 82% of working mothers report finding the postpartum period especially taxing, with 39% feeling completely unprepared for the challenges they face when returning to work. The maternal mental health provider shortage remains critical, with only 16% of the childbearing population living in counties with adequate maternal mental health resources.

Encouragingly, awareness is growing. According to recent data, 86% of employers now recognize the ongoing maternal health crisis in America, and 83% express willingness to invest in maternal health support programs. The question is no longer whether to address maternal health but how to implement effective solutions.

The Business Case for Maternal Health Leadership

Forward-thinking organizations are discovering that investing in maternal health isn’t just compassionate—it’s strategically sound. Companies with robust maternal wellness programs report 83% higher employee retention rates, a compelling statistic in today’s competitive talent landscape.

The business impacts extend beyond retention. Preterm births have been directly linked to increased work absences and higher disability claims during an infant’s first year. When employees have access to maternal health resources, they experience fewer distractions and health concerns that impede performance.

Organizations known for supporting maternal health attract more diverse talent and build stronger brand loyalty among consumers who value social responsibility. Additionally, preventive maternal health programs can reduce expensive emergency interventions and long-term health complications, decreasing overall healthcare costs for employers.

Leadership Strategies for Maternal Health Excellence

Establish Comprehensive Leave Policies

The current federal landscape provides minimal protection, with only 56% of U.S. workers qualifying for unpaid FMLA leave. Progressive companies are filling this gap with paid leave policies that acknowledge the physical and emotional recovery needs of new mothers.

Recent policy changes have increased federal wage replacement rates to 90% for lower-wage workers as of January 2025, but leading employers are going further with policies that provide gradual return-to-work options, offer paid leave for prenatal appointments, include paid recovery time for pregnancy loss, and extend benefits to non-birth parents.

Create Supportive Physical Environments

Physical workspace considerations matter tremendously for maternal health. Forward-thinking companies are investing in private, comfortable lactation rooms that go beyond the legal minimum requirements. They’re also implementing ergonomic workstations adaptable for pregnancy comfort, considering on-site childcare or subsidies for nearby facilities, and ensuring proximity of workstations to restrooms for pregnant employees.

Implement Mental Health Resources

The emotional aspects of the maternity journey are often overlooked in workplace policies. Leaders can address this through providing access to maternal mental health specialists and offering emotional support resources like the early postpartum emotional support programs that help women navigate the first six critical weeks. Creating parent employee resource groups and training managers to recognize signs of postpartum depression and anxiety are also essential components of a comprehensive approach.

Flexible Work Arrangements

Flexibility consistently emerges as one of the most valued supports for working parents. This includes remote work options where feasible, flexible scheduling to accommodate feeding schedules and pediatric appointments, part-time transition periods after parental leave, and job-sharing opportunities. These arrangements acknowledge the reality that new parents need adaptability to successfully integrate work and family responsibilities.

Leading Companies Setting the Standard

While many organizations are making progress, some standout examples deserve recognition. Patagonia has maintained nearly 100% retention of new mothers for over a decade through their on-site childcare program, which allows nursing mothers to maintain breastfeeding relationships while continuing their careers.

Johnson & Johnson offers employees access to maternal health coaches who provide personalized guidance from conception through the return to work, addressing both physical and emotional wellbeing. Salesforce implemented a gradual return program that allows new parents to work 60% time at 100% pay for the first four weeks back from leave, creating a gentler transition.

These companies understand that maternal health support isn’t just an employee benefit—it’s a strategic business decision that pays dividends in engagement, retention, and productivity.

The Path Forward: From Awareness to Action

The statistics are clear: maternal health deserves priority attention from leadership teams. With labor force participation of mothers with young children dropping from 69.7% to 66.9% in just the first half of 2025, organizations cannot afford to ignore this issue.

The good news is that maternal mental health providers more than doubled from 4,506 to 9,694 between 2023 and 2025, creating more resources for corporate partnerships. However, with the U.S. still needing over 9,581 additional providers to close the shortage gap, businesses must be proactive in connecting employees with available support.

For leaders ready to prioritize maternal health, the first step is assessment: What policies do you currently have in place? How are they communicated and utilized? What gaps exist between your offerings and best practices? From there, developing a comprehensive maternal health strategy should involve input from employees who have navigated pregnancy, birth, and return-to-work in your organization.

The companies that thrive in the coming decade will be those that recognize maternal health not as a women’s issue but as a strategic priority that affects talent acquisition, retention, innovation, and ultimately, the bottom line. The question for today’s leaders isn’t whether you can afford to invest in maternal health—it’s whether you can afford not to.

What steps will you take to make maternal health a leadership priority in your organization?