Creating an inclusive workplace needs a multi-faceted approach:Reema Nadig

We, at Adgully, have always saluted and honoured women managers and leaders across diverse fields. Over the years, W-SUITE is a special initiative from Adgully that has been turning the spotlight on some of the most remarkable women achievers in the M&E, Advertising, Marketing, PR and Communications industry.

In conversation with Adgully, Reema Nadig, Co-Founder and COO, KITES Senior Care, speaks about how she maintains work-life balance as a woman leader and mother, how workplaces have appreciated and helped working mothers, and much more.

As a woman leader, how do you manage to maintain a work-life balance as a working mom? What tips would you give to other working mothers who are struggling to manage their work and personal life?

As a woman leader and a working mom, maintaining a work-life balance is indeed a constant juggling act. Yes, sometimes it gets out of hand to manage both work and family at the same time, but women somehow find ways to tackle it well.

The key tip I would give to other working mothers is to prioritize and delegate effectively. Focus on the most important tasks at hand and don’t hesitate to ask for help when needed. Setting boundaries and communicating your needs to both your workplace and family is crucial.

Remember, it’s okay to say “no” sometimes and take time for self-care. Surround yourself with a supportive network of family, friends, and colleagues who understand and respect your responsibilities as a working mom.

How do you deal with “mommy guilt” while working and how do you balance your personal and professional life while being a mother? Can you share some personal experiences?

“Mommy guilt” is a common feeling among working mothers, and I have personally experienced it as well. Due to our motherly instincts, we fear missing out on things on the home front. During such times, it becomes essential to acknowledge that we are doing the best we can in both our personal and professional lives.

To manage this guilt, I practice self-compassion and remind myself that being a working mother is a valuable example for my children. Balancing personal and professional life requires effective time management and setting realistic expectations. I make quality time with my children a priority, even if it means making small adjustments to my schedule or involving them in activities that align with my work. Remember, it’s about finding harmony that works for you and your family.

Could you share your experience of returning to work after maternity leave? What challenges did you face and how did you overcome them? What changes would you like to see in the workplace to support working mothers?

I became a mother 16 years back and remember that returning to work after maternity leave was a significant transition filled with challenges. Returning to work compelled me to adjust to a new routine, balance childcare arrangements and cope with separation anxiety. To overcome these challenges, I gradually eased back into work by starting with flexible hours. New mothers returning to work can also take up part time jobs and eventually take a full time job.

I also communicated openly with my employer about my needs and explored childcare support within the workplace and nearby facilities, these were crucial steps. I believe workplaces should offer more flexible work arrangements, such as remote work options or on-site childcare facilities, to better support working mothers during their transition back to work.

How has being a mother impacted your leadership style and decision-making as a woman leader? Have you noticed any positive changes in your leadership skills since becoming a mother?

Being a mother has undoubtedly influenced my leadership style and decision-making. Parenthood teaches valuable skills such as empathy, patience, and multitasking, which I've incorporated into my leadership approach. I have become more understanding and compassionate towards my team members, considering their personal circumstances and challenges.

Motherhood has reinforced the importance of work-life balance and the significance of supporting individuals holistically. I strive to create a nurturing and inclusive work environment where everyone feels valued, heard, and supported, just as I do with my children.

What steps has your company taken to support and empower working mothers, and how do you ensure that mothers are not discriminated against in the workplace?

Supporting working mothers is a process for which women need to have a support system at home. Without support from one’s partner and family, policies at work to ease mothers back to work fails in the absence of these support structures.

Kites Senior Care understands that being a mother is a full-time job and we prioritise supporting and empowering them. We have implemented flexible work arrangements, including options for remote work and flexible scheduling, to accommodate the needs of working mothers. We also provide access to resources and information related to child and elder care services, parental leave policies, and work-life balance support.

Our company culture fosters an inclusive environment that encourages open dialogue and respect for working mothers. We have also implemented policies against discrimination or bias based on parental status and ensure fair opportunities for career growth and development for all employees.

How can other companies follow suit to create a more inclusive workplace for working mothers? What are the best global practices you have come across in this regard?

Creating an inclusive workplace for working mothers requires a multi-faceted approach. Companies should prioritise implementing policies that support work-life balance, such as flexible working arrangements, parental leave policies, and access to childcare facilities. Promoting a culture of inclusion and respect is vital, fostering an environment where working mothers feel supported, valued, and empowered.

It is important to offer mentorship and career development opportunities specifically tailored for working mothers. Benchmarking against global best practices can provide valuable insights into successful initiatives that promote gender equality and work-life balance. Collaboration with external organisations and community networks can also contribute to creating a supportive ecosystem for working mothers.