Our Clientele
The majority of our survey respondents are working moms who have already returned to work after birth - our client population is a valuable source of input for organizations looking to improve retention during new parenthood
job satisfaction
Survey respondents showed a 25% decline in job satisfaction after giving birth. While over 81% reported being somewhat or very satisfied with their work prior to giving birth, that figure decreased to 56% after birth.
Respondents reported notable levels of stress since returning to work after birth, with 43% report feeling very or extremely stressed. Meanwhile, 20% report taking action to leave their current jobs.
“I would have LOVED a postpartum doula but couldn’t afford it. I was terribly sleep deprived and went back to work crying”
“I wish there was more understanding and support for us, not only financially but also understanding our changes in priorities in this chapter.”
Improving Employee Retention
On a positive note, survey respondents report that employer support would influence their intent on staying: 45% of respondents report that employer-subsidized access to family-friendly benefits like Coming Home services would lead to a significantly or extremely increased likelihood of staying with their current job.
“If my employer offered support services or advertised and subsidized services like Coming Home it would absolutely be a reason to continue to work there.”
“Any additional support that employers can give to working parents would be beneficial to keeping parents in the workforce”
After flexible work arrangements and compensation, family-friendly benefits rank as the 3rd most important factor influencing new mothers' likelihood of staying with their current employer.
