As we continue to engage in conversations about supporting working parents, I am reminded of a powerful story shared with me by a Canadian mom during my research for Go Ask Your Mothers. She had 18 months of federally paid maternity leave — a level of support many American moms can only dream of. Yet, despite this generous time off, when she returned to work, her employer’s message was loud and clear: It’s time to get back to who you were before kids. There was no flexibility, no adaptation, and certainly no recognition of her evolving identity as a mother and a professional.
Her story isn’t unique. In fact, it encapsulates a critical issue many working parents face: policy alone isn’t enough. Even when we get it right with forward-thinking policies like paid parental leave, those benefits lose their effectiveness when employers fail to create a supportive culture that values and respects the changes parenthood brings.
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Policies Are Not a One-Time Support — They Are Part of a Larger Continuum
At Sarah Wells Brand, I founded a company with a vision to support and empower working moms — but it didn’t stop with offering breast pump bags. The mission expanded into advocacy because I saw the larger picture. Yes, we absolutely need strong policies like federally mandated paid maternity leave; you’ll find me advocating for that regularly. But what happens after that? If companies don't integrate supportive practices into their culture, policies and benefits are reduced to momentary solutions. They become checkboxes that employers mark off, without making any real impact on a mother’s ability to thrive at work.
The conversation needs to shift from "Do we have these policies?" to "How do we ensure that these policies are the starting point for long-term support?" In my book Go Ask Your Mothers, I emphasize the need for organizations to build cultures that not only recognize the need for such policies but also appreciate their long-term value.
Consider this: Even in countries where generous leave is available, moms often return to work without the flexibility they need to succeed. That Canadian mom was struggling because her workplace didn’t adjust to the new realities of her life.
It’s Not Just About Time Off — It’s About What Happens When Moms Return
We’ve seen some progress in the U.S. — with laws like the Pregnant Workers Fairness Act and The PUMP Act — but these laws are just the foundation.
The true challenge is ensuring that workplaces adopt these legal requirements as a baseline, not an endpoint.
In my own business, the question has always been: How can we go beyond compliance and make work sustainable for moms? It’s why I don’t just advocate for policies, but for cultures that respect the choices working mothers make and provide the flexibility they need — whether that’s pumping at work, adjusting hours, or accommodating caregiving needs.
But many employers miss this point. They think, “We provide leave, so we’re supportive.” Yet, if there’s no flexibility when a mom returns, if there’s no acknowledgment of her dual role as a professional and a parent, then those policies are little more than temporary relief.
Think about this: How often do organizations ask a returning parent, “What do you need to thrive?” Instead, many workplaces expect mothers to resume their previous roles without question, leaving them to balance the unrelenting demands of work and motherhood without any additional support.
Why Flexibility Must Be Part of the Equation
Flexible working conditions aren’t about giving someone a break — they’re about enhancing productivity and creating a more engaged, loyal workforce. When mothers are supported through flexible hours, work-from-home options, or understanding managers, they are more likely to perform better and stay with their organizations longer. But flexibility needs to be seen as an essential part of the company’s culture, not a reluctant concession.
In my experience, successful workplaces are the ones that don’t view flexibility as a threat to business operations but as a core element of success. These companies understand that working parents — especially moms — bring valuable perspectives, resilience, and leadership to the table. When they are allowed to contribute on terms that respect their dual responsibilities, both the business and the individual thrive.
At Sarah Wells Brand, I’ve built my team around this idea. As a small business owner, I’ve had the privilege to create a culture where flexibility is baked into the fabric of our company. It’s not always easy — the logistics can be complex — but the payoff is immense. And the truth is, many companies can adopt similar practices without disrupting their operations.
What Can Employers Do?
Now, I invite you to think about your own workplace. Are the policies in place truly supporting working moms — or are they simply a Band-Aid?
Here are a few thought-provoking questions to consider:
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When a mom returns from leave, does your organization engage her in a meaningful conversation about what she needs to balance work and family life?
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How flexible is your work environment in practice, not just on paper? Do you trust your employees to manage their time in a way that works for them and the business?
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Are there unwritten expectations in your company that new parents should “bounce back” and function exactly as they did pre-parenthood?
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What concrete steps is your organization taking to ensure that supportive policies extend into an ongoing culture of flexibility and respect?
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Do managers receive training on how to support parents beyond policy compliance — understanding the emotional and mental health challenges new parents face?
What do you wish your employer would ask to assess support? What did you ask your employees as a supervisor, boss or leader?
The Call for a Culture Shift
It’s clear that we need more than just federal policies. We need a culture shift — one where organizations truly integrate these supports into their everyday operations. We need leaders who see the value of long-term flexibility, who aren’t afraid to adapt, and who understand that supporting working moms isn't a cost to the business — it’s an investment in the future.
For business leaders, the challenge is to take these questions and put them into action. For HR professionals, the goal should be to foster an environment where supportive policies are embraced, not as temporary solutions, but as fundamental practices that build a thriving, resilient workforce.
The question I leave you with is this: How can your workplace go beyond policies to create a culture that not only supports, but celebrates, working moms? Because when mothers thrive, so do businesses.
