Category: Mindfulness

Becoming a parent changes everything—including how you show up at work. While outdated workplace cultures still view pregnancy and parenthood as career interruptions, research reveals a different story: employees who become parents often develop enhanced capabilities that directly translate to stronger workplace performance.

If you’ve found yourself dozing off at your desk or desperately craving an afternoon nap during pregnancy, you’re experiencing something remarkably common: over 90% of pregnant women report fatigue across all three trimesters, and 80% notice significant changes to their sleep schedule. Your body is working overtime to grow a human, and that overwhelming exhaustion isn’t weakness—it’s biology demanding what it needs.

When a valued employee announces her pregnancy, forward-thinking organizations see an opportunity—not just a logistical challenge. Companies that invest in comprehensive maternity wellness policies aren’t simply being generous; they’re making strategic business decisions with measurable returns extending far beyond the individual employee.

Feeling like your digestive system has completely changed since becoming pregnant? You’re not imagining things. If you’re dealing with uncomfortable bloating or struggling with constipation, you’ve joined a very large club of expectant mothers experiencing the same challenges.

When a skilled employee announces their pregnancy, how your organization responds can make the difference between retaining valuable talent and losing them to the “maternal exodus.” With 46% of highly skilled women leaving the workforce after becoming mothers, companies face a significant talent drain that impacts both culture and bottom line, as highlighted in a [Beginning.com report on maternal health leadership](https://home.beginning.com/blog/relationships/maternal-health-workplace-leadership/).

Have you noticed your friendships changing since those two lines appeared on your pregnancy test? One minute you’re sharing every detail of your life with your best friend, and the next, you’re wondering why they seem suddenly distant—or why you’re the one pulling back.

When **24% of women leave the workforce in the first year of motherhood** and **95% of postpartum mothers remain disengaged for up to three years**, organizations face a critical decision: treat postpartum support as a strategic priority or accept massive, preventable talent loss. The companies choosing the former are building workforces defined by loyalty, engagement, and sustained performance—while their competitors struggle with the mounting costs of turnover.

When the nursery is finally set up and your baby has arrived, there’s an expectation of pure joy. Yet for many new mothers, a different reality emerges – one where despite having a tiny human who needs you constantly, you feel surprisingly alone. This paradox of being needed around the clock yet feeling isolated is postpartum loneliness, and if you’re experiencing it, you’re in remarkably common company.

When organizations discuss diversity, equity, and inclusion (DEI) strategies, certain dimensions often take center stage: race, gender, sexual orientation, and disability status. Yet one critical element frequently remains overlooked: comprehensive support for maternal wellness. This oversight isn’t just a missed opportunity—it’s a significant gap in truly inclusive workplace cultures.

Ever put your phone in the refrigerator or forgotten a word mid-sentence during pregnancy? You’re not alone. “Pregnancy brain” or “mommy brain” isn’t just a myth—it’s a scientifically documented phenomenon affecting approximately 80% of expectant mothers who notice changes in memory, focus, or thinking during pregnancy or after birth.