Category: Relationships

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.

Pregnancy and new parenthood represent transformative life chapters that impact individuals across all family structures. Yet many workplace policies still follow traditional models that fail to recognize the diversity of modern families. As companies increasingly prioritize employee wellbeing, creating inclusive pregnancy support policies has become essential not just for compliance, but as a strategic approach to building stronger workplace cultures.

One moment you’re gazing at your newborn with overwhelming love, and the next you’re sobbing because you can’t find your phone (which is in your hand). Sound familiar? You’re experiencing postpartum mood swings—a rollercoaster that most new mothers ride in the weeks following childbirth.

The workplace landscape is changing, yet many companies still rely primarily on maternity leave policies as their main support for pregnant employees. While these policies are necessary, the evidence suggests they’re far from sufficient in creating truly supportive environments for expectant and new mothers in today’s workforce.

Are you and your partner dreaming of starting a family together? For same-sex female couples, the path to parenthood involves unique planning and decisions that deserve thoughtful consideration. Whether you’re in the early stages of exploring your options or ready to begin the process, understanding your choices can help you navigate this meaningful journey with confidence and joy.

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.

In today’s competitive business landscape, companies are constantly searching for ways to attract and retain top talent. While traditional corporate wellness programs often focus on fitness memberships, meditation sessions, and healthy eating initiatives, there’s a critical component many overlook: maternal wellness.

The birth of a baby brings joy, but also unprecedented challenges. For many new mothers, the postpartum period becomes shadowed by unrealistic expectations—particularly the pressure to “bounce back” physically and emotionally. Yet amid the sleepless nights, healing bodies, and hormonal shifts, one powerful resource often goes overlooked: self-compassion.