Preparing to go on parental leave? For most of us, planning involved casual conversations with colleagues who had recently entered parenthood and learning from their experiences. Some more proactive parents-to-be may have specifically met with their leadership to formulate plans for coverage for clinical, research, and other administrative work. But this isn’t the norm in many workplaces. In fact, the whole process of becoming a parent can be mysterious and overwhelming, both personally and professionally. Luckily, the Journal of Hospital Medicine published “Getting back to work: A guide to supporting colleagues before and after parental leave” by Drs. Lanna Felde and Sarah Riddle to guide us on this topic. And on May 16th, we held a JHMChat with Drs. Felde and Riddle along with special guest Dr. Amy Beacom, Ed.D (@cplleadership), the founder and CEO of the Center for Parental Leave Leadership as well as the co-author of The Parental Leave Playbook: 10 Touchpoints to Transition Smoothly, Strengthen Your Family, and Continue Building your Career. Here are a few take home points that I felt really needed some emphasis:
First, leaders need to understand and recognize the physical and mental toll (and sleep deprivation!) of becoming a parent.
A1: Feeling like I wasn’t ready (mentally) to go back to work. I struggled with #postpartumblues. At the time I didn’t recognize it. In hindsight, I should’ve looked into extending leave a few more weeks. #JHMchat
— Lanna Felde (@LannaFelde) May 17, 2022
Second, almost universally, those with less ability to take parental leave or who chose to take less leave, regretted the missed opportunity. Leaders should advocate for parental leave and identify proxies for clinical and administrative responsibilities.
A1: Returning to work way earlier than I felt was necessary or in the best interests of me and my family… purely because of the @ab_peds requirements for training. Everyone around me had longer and I felt like I missed out on so much. #JHMChat
— Chloë Nunneley, MD (@DrChloeNunneley) May 17, 2022
Third, a huge issue upon returning to work for those who have elected to provide breast milk for their baby was time and space to do so. Leaders can support returning parents by ensuring privacy and supplies to potentially multitask while expressing breast milk.
A1. 1) Everything about pumping. Pain, logistics, invasion of privacy, constant anxiety
2) For lack of a better way to describe, felt like I didn’t have my brain. Was buried in fog.
3) Supportive colleagues were my beacon of ?#JHMChat— Jessica Gold (@jessgold35) May 17, 2022
A4: Honestly inquire how they are doing upon return & be ready to support in ways you hadn’t considered. Example – many of my colleagues had children around the same time and we all needed a place we could pump AND still work on documentation. 1/2 #JHMChat
— Christine D Jones (@jones_delong) May 17, 2022
Fourth, when returning to work, several participants noted that it could take much longer than the scheduled time off (to be clear, not everyone gets parental leave) to get back to “normal” in terms of their personal wellness and career trajectory. Some astute leaders adjusted schedules post-parental leave to pave the way back to a new normal.
Had many supporters/mentors/sponsors at @BIDMC_IM who very much paved the way back. Endlessly grateful to them @MattisonMelissa even had a post maternity leave set of shifts she would put us on #jhmchat
— Grace Farris (@gracefarris) May 17, 2022
Dr. Sonja Raaum gave some great ways on how to go about this through semi-formal check-ins, both prior to the scheduled “back to work” date and throughout the first year, as priorities and demands may change over time.
A4.
Prepare for return, provide info and support for lactation (sites, space, time, let them know state/institution rights).Offer check ins! Doesn’t have to be long, but a quick, how’s it going? And of course opportunity to share cute pics can go a long way!#JHMChat
— Sonja Raaum, MD, FACP (@SonjaRaaum) May 17, 2022
Finally, non-birthing parents should be encouraged to take parental leave, too! If everyone takes the same amount of leave regardless of gender, the birthing parental leave is no longer a disadvantage or liability.
YES! We need non-birthing parents (including men) to take parental leave too! Then:
1. Dad’s get to bond with and share in caring for their newborn
2. Moms is no longer at disadvantage in employer’s view bc everyone takes same amount of leave regardless of gender #JHMChat— Lanna Felde (@LannaFelde) May 17, 2022
In summary, leadership can — and should — support parents by advocating for parental leave, childcare resources, breastfeeding/pumping support, and performing check-ins on a regular basis.
A4 #JHMChat
1. Advocate for more paid leave for all parents (birthing, partner, adoptive)
2. Advocate for childcare resources and breastfeeding/pumping support
3. Check-in’s (quarterly?) because challenges and needs change as kids grow. It’s a journey not an event!
— Matthew Molloy (@MMolloyMD) May 17, 2022
Leave A Comment