I didn’t want to go back. There, I said it—after four boys. And no, it’s not because I didn’t love my job. I loved my job. I spent all my twenties and the early part of my thirties chasing my dream, and guess what? I caught it. But I didn’t want to go back because I’d become a mother.
And before you start getting judgey, trust me—I was judgey too. Before motherhood, I didn’t get it. I didn’t understand it. I couldn’t comprehend it. Scratch that—I didn’t even see it. I didn’t acknowledge the seismic shift my body, mind, and life had endured for over a year. (Side note, that scientific term is materscence, a birth of a mother and patrescence, a birth of a father.)
My thirties became a juggling act: growing my family, working, and chasing that utterly ridiculous concept of “work-life balance.” Spoiler alert: there is no balance. There are only choices. You make decisions in each moment to create some semblance of normalcy— decisions made in the moment to keep things from falling apart. Sometimes you nail it. Sometimes you’re handing your three-year-old your Lean Cuisine after a 30-hour hospital shift because that’s all you’ve got left in the tank. And sure, you’ll spiral down the rabbit hole of what ifs when you’re exhausted and vulnerable. But at the end of the day, you choose the best path you can at that moment.
There are two constants in life and society— breeding and capitalism. And why should capitalism support breeding? Because, at its most basic level, breeding supports capitalism (you know—future workers). If you want a deeper dive into how these two intertwine, check out The Doctor and Her Black Bag, an evidence-based book that explores the economics of maternal mortality.
Bottom line? Supporting working parents isn’t just a moral obligation anymore. It’s a smart business move. Supporting working parents isn’t just a warm, fuzzy idea anymore—it’s a strategic advantage. It drives growth, sustains industries, and creates a future workforce. Companies that figure this out aren’t just doing the “right thing”—they’re setting themselves up for long-term success.
A joint study between Great Place To Work and Maven has found that there are significant benefits in creating a supportive environment for working parents, demonstrating its positive impact on both employees and companies.
Key Findings from the Study:
Significant Business Gains- According to the study, companies that provide strong support for working parents experience notable financial gains. Businesses that excel in supporting working parents see 4.4 times greater profitability and 2.1 times greater revenue growth compared to those that don’t. These results demonstrate that a commitment to family-friendly policies isn’t just good for employees—it’s also good for business.
Improved Employee Engagement and Loyalty- Employees at workplaces that prioritize family support report higher levels of engagement. The study found that employees in these environments are 5.6 times more likely to feel valued and 4.5 times more likely to recommend their company to others. This translates to higher retention rates and a more engaged workforce that is eager to contribute to the company’s success.
Retention of Top Talent- One of the most significant challenges businesses face today is talent retention. This challenge becomes even more pronounced when it comes to parents in the workforce. Research from the study shows that companies with robust parental benefits are better able to retain key employees, particularly women. Without this support, 43% of women leave the workforce within the first year of having a child, which can result in expensive turnover costs. Offering parental leave, flexible work arrangements, and childcare support can help retain these valuable employees.
The Power of Flexibility- Flexibility in work arrangements is one of the most effective ways to support working parents. The study found that companies offering flexible hours or remote work options saw higher levels of productivity and job satisfaction. Parents who are able to manage their work schedules around family commitments are more focused, less stressed, and able to contribute more effectively to the business.
The findings from Great Place to Work’s largest-ever study on working parents are clear: businesses that invest in supporting their employees’ family lives are reaping the rewards in terms of higher revenue, profitability, and talent retention. By embracing family-friendly policies and offering flexible work options, companies can build a more engaged, loyal, and productive workforce—ultimately driving long-term success.
As the workforce continues to evolve, it’s time for more companies to recognize the powerful business case for supporting working parents. The future of work is not just about driving profits; it’s about building a thriving, inclusive workplace where everyone, including working parents, has the support they need to succeed.
Learn more about how companies can support parents in the workplace here. (link Creating a Family-Friendly Workplace: Best Practices blog)
Welcome to the insightful journey into the world of breastfeeding! Hi everyone, I’m Dr. Patel, and I am here to help you navigate the fourth trimester with ease. Today, we’re diving deep into the fascinating world of hormones, specifically focusing on the hormone prolactin, which plays a crucial role in breastfeeding.
Unveiling the Mystery of Prolactin
Breastfeeding can seem like an entirely new world, especially if you’re navigating it for the first time. To truly comprehend breastfeeding, it’s essential to understand what happens in your body during this period. At the heart of it all is prolactin, a hormone as vital to breastfeeding success as water is to plants.
What is Prolactin?
Prolactin is the hormone that works tirelessly to make milk for your little one. Its function is straightforward: prolactin is responsible for milk production. Imagine it as the engine that powers a feeding factory. However, prolactin has a rhythm all its own.
The Rhythm of Prolactin
Prolactin doesn’t work all the time at the same speed. It follows a daily cycle or rhythm that coincides with your body’s natural processes. In the mornings, prolactin is at its peak, which explains why you might notice an increase in milk production during this time. Whether you’re pumping or breastfeeding, this surge is apparent.
Conversely, you may find that milk output isn’t as abundant in the afternoons and this is due to prolactin levels taking a dip. This natural cycle can be surprising but is something you already might recognize subconsciously.
“The mornings are for milk production—ride that wave, and when the afternoons come, remember it’s time for some rest.”
Why Does This Matter?
Recognizing prolactin’s cycle can help you optimize breastfeeding. For instance, scheduling pumping sessions in the morning or making sure to breastfeed more often when prolactin is higher can significantly improve milk supply.
Embracing the Natural Cycle
Morning Energy Surge
Even if you’ve endured a rough night, come morning you might wake up feeling more refreshed than you’d expect. That’s prolactin at work! Harness this morning energy for breastfeeding or pumping, maximizing the milk your body naturally wants to produce during these early hours.
Afternoon Rest and Recovery
Afternoons might feel exhausting—trust me, you’re not alone! This drop in prolactin can lead to tiredness as the body slows down on milk production. The good news? This is the perfect excuse for some downtime.
Napping: The Ultimate Prolactin Hack
Advocating for nap time during these crucial hours is not just recommended, it’s essential. Families with toddlers can turn this into a group nap time, ensuring everyone gets in some much-needed rest, while those with school-aged children can carve out those 30 minutes of tranquility just before the school pick-up rush. Think of this as hitting the ‘reset’ button on your body’s milk production capabilities.
The Two Pillars of Breastfeeding: Prolactin and Oxytocin
Breastfeeding isn’t solely about prolactin, although that’s our focus today. Let’s not overlook its partner in crime: oxytocin. Together, these two hormones create a seamless breastfeeding experience.
Oxytocin: The Milk Releaser
While prolactin is busy making milk, oxytocin is responsible for releasing it. It’s the hormone that triggers the milk ejection reflex (often referred to as letdown), allowing milk to flow from the breast to the baby.
Balancing the Hormones
Understanding how these hormones work in tandem is key for any breastfeeding parent. It’s why I always encourage my patients to embrace the natural rhythms of their bodies—listening to when it’s time to rest and when it’s time to engage actively with your baby or pump.
Conclusion
Recognizing the dynamics of prolactin and its rhythm can empower you in your breastfeeding journey. By optimizing your schedule around prolactin’s natural ebb and flow, you ensure a more rewarding and less stressful breastfeeding experience.
Remember, mornings are for making milk while afternoons are for resting and resetting. Advocate for those afternoon naps—your body will thank you.
With a better understanding of how your body works during the fourth trimester, supported by prolactin and oxytocin, you’re on the path to breastfeeding success!
Stay mindful of your body’s messages, and always make room for self-care amidst the demands of motherhood.
Happy Breastfeeding!
Feel free to share your breastfeeding stories or ask questions in the comments below. For more insights, tips, and guidance, follow along!
In today’s competitive job market, companies that support working parents not only attract great employees but also keep them around longer, increase productivity, and create a stronger company culture. As more people, especially parents, look for a better balance between work and home life, creating a family-friendly workplace has become an important business strategy. Here are some simple ways for employers to support working parents:
Offering Paid Parental Leave Providing paid parental leave allows employees to take the time they need to care for their newborns without the added stress of financial insecurity. This not only aids in employee retention but also ensures that parents can return to work feeling refreshed and focused.
Creating Flexible Work Environments Flexibility is key. Offering remote work options, flexible hours, and part-time opportunities can make it easier for parents to balance their personal and professional responsibilities. This flexibility leads to higher employee satisfaction and productivity.
Providing Child Care Assistance Childcare can be one of the largest barriers for working parents, particularly for mothers. Companies can help by offering on-site childcare, subsidizing childcare costs, or partnering with local daycare providers to ensure employees have reliable and affordable care options.
Fostering a Supportive Company Culture A company culture that values work-life balance and supports parents can have a profound impact on employee morale and engagement. Encouraging managers to lead by example and promoting open communication about family needs can create a supportive environment where employees feel empowered to thrive both at work and at home.
Creating a family-friendly workplace benefits both parents and the company. When companies give parents the support and flexibility they need, they see higher employee satisfaction and retention. By following these simple steps, companies can build a workplace that values work-life balance, improves morale, and attracts top talent. A family-friendly workplace is good for employees and good for business.
A joint study between Great Place To Work and Maven has found that there are significant benefits in creating a supportive environment for working parents, demonstrating its positive impact on both employees and companies.
Key Findings from the Study:
Significant Business Gains- According to the study, companies that provide strong support for working parents experience notable financial gains. Businesses that excel in supporting working parents see 4.4 times greater profitability and 2.1 times greater revenue growth compared to those that don’t. These results demonstrate that a commitment to family-friendly policies isn’t just good for employees—it’s also good for business.
Improved Employee Engagement and Loyalty- Employees at workplaces that prioritize family support report higher levels of engagement. The study found that employees in these environments are 5.6 times more likely to feel valued and 4.5 times more likely to recommend their company to others. This translates to higher retention rates and a more engaged workforce that is eager to contribute to the company’s success.
Retention of Top Talent- One of the most significant challenges businesses face today is talent retention. This challenge becomes even more pronounced when it comes to parents in the workforce. Research from the study shows that companies with robust parental benefits are better able to retain key employees, particularly women. Without this support, 43% of women leave the workforce within the first year of having a child, which can result in expensive turnover costs. Offering parental leave, flexible work arrangements, and childcare support can help retain these valuable employees.
The Power of Flexibility- Flexibility in work arrangements is one of the most effective ways to support working parents. The study found that companies offering flexible hours or remote work options saw higher levels of productivity and job satisfaction. Parents who are able to manage their work schedules around family commitments are more focused, less stressed, and able to contribute more effectively to the business.
The findings from Great Place to Work’s largest-ever study on working parents are clear: businesses that invest in supporting their employees’ family lives are reaping the rewards in terms of higher revenue, profitability, and talent retention. By embracing family-friendly policies and offering flexible work options, companies can build a more engaged, loyal, and productive workforce—ultimately driving long-term success.
As the workforce continues to evolve, it’s time for more companies to recognize the powerful business case for supporting working parents. The future of work is not just about driving profits; it’s about building a thriving, inclusive workplace where everyone, including working parents, has the support they need to succeed.
Learn more about how companies can support parents in the workplace here. (link Creating a Family-Friendly Workplace: Best Practices blog)
I didn’t want to go back. There, I said it. After each of my four boys, I didn’t want to go back. And no, it’s not because I didn’t love my job. I adored my job. I spent all my twenties and the early part of my thirties chasing my dream, and guess what? I caught it. But I didn’t want to go back because I’d become a mother.
And before you start getting judgey, trust me—I was judgey too. Before motherhood, I didn’t get it. I didn’t understand it. I couldn’t comprehend it. Scratch that—I didn’t even see it. I didn’t acknowledge the seismic shift my body, mind, and life had endured for over a year. (Side note, that scientific term is matrescence, a birth of a mother and patrescence, a birth of a father.)
My thirties became a juggling act: growing my family, working, and chasing that utterly ridiculous concept of “work-life balance.” Spoiler alert: there is no balance. There are only choices. You make decisions in each moment to create some semblance of normalcy— decisions made in the moment to keep things from falling apart. Sometimes you nail it. Sometimes you’re handing your three-year-old your Lean Cuisine after a 30-hour hospital shift because that’s all you’ve got left in the tank. And sure, you’ll spiral down the rabbit hole of what ifs when you’re exhausted and vulnerable. But at the end of the day, you choose the best path you can at that moment.
There are two constants in life and society— breeding and capitalism. And why should capitalism support breeding? Because, at its most basic level, breeding supports capitalism (you know—future workers). If you want a deeper dive into how these two intertwine, check out The Doctor and Her Black Bag, an evidence-based book that explores the economics of maternal mortality.
Bottom line? Supporting working parents isn’t just a moral obligation anymore. It’s a smart business move. Supporting working parents isn’t just a warm, fuzzy idea anymore—it’s a strategic advantage. It drives growth, sustains industries, and creates a future workforce. Companies that figure this out aren’t just doing the “right thing”—they’re setting themselves up for long-term success.
