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Navigating Maternity

Writer's picture: CarolineNogginCarolineNoggin


In the world of L&D, we’re all about supporting people through the big shifts—whether it’s stepping into leadership, preparing for retirement, or riding the waves of organisational change. But there’s one major life transition we don’t talk about nearly enough: maternity.


Becoming a parent is monumental. For women, it’s a time of massive personal, professional, and emotional transformation—a messy, beautiful whirlwind of shifting identities, priorities, and relationships. Yet, in many workplaces, maternity support still feels like an afterthought.


If we really want to walk the talk of supporting growth and transitions, this is an area we can’t afford to overlook.



Maternity Coaching: Then and Now


Back when I first started working with women preparing for and returning from maternity leave, I wasn’t a mum myself. At the time, I wondered: Can I really coach someone through something I haven’t experienced? What I learned is that coaching isn’t about having all the answers—it’s about holding space for someone else’s unique journey.


Fast forward a few decades (and two kids later), I’ve experienced the rollercoaster of maternity firsthand. It’s given me a deeper understanding of the highs, lows, and everything in between. But it’s also taught me that while personal experience can deepen empathy, the real power lies in listening without judgment and letting each person define their own path.



Why Maternity Needs More Love in the Workplace


Here’s the thing: maternity isn’t just a “personal milestone.” It’s a major transition that reshapes how women show up in every part of their lives, including work. And yet, it often doesn’t get the attention it deserves.


Workplaces, by and large, are still built for the uninterrupted, linear career path. Maternity doesn’t fit neatly into that mold. Returning to work is often treated as a logistical puzzle—daycare drop-offs, flexible schedules—when it’s actually a deeply emotional and identity-shaking journey.


Many women describe early motherhood as one of the loneliest times of their lives. In a world where we’re more “connected” than ever, that isolation is a loud reminder that we’re missing something.



Enter: Matrescence


Here’s a word that might just change how we think about this transition: matrescence.


Anthropologist Dana Raphael coined it in the ‘70s, and it’s been reintroduced by psychologists like Dr. Alexandra Sacks. Matrescence is to motherhood what adolescence is to growing up—a phase of intense change, confusion, and growth.


It’s not just a moment. It’s a process. And like any messy, transformative process, it deserves understanding, patience, and support.



How L&D Can Make a Difference


So, what can we do as L&D professionals to better support women navigating this life-changing transition?


1. Make Space for the Emotional Journey


Maternity isn’t just about logistics; it’s an emotional ride. From hormonal shifts to societal pressures, it’s a lot. Let’s create spaces where women can talk about it—whether through one-on-one coaching, peer groups, or reflective workshops.


2. Support the “Messy Middle”


Transitions are never linear. Some days, returning mothers will feel on top of the world; other days, they’ll feel lost. L&D can offer tools to help women navigate this back-and-forth—like self-reflection exercises or decision-making frameworks.


3. Skip the “One-Size-Fits-All” Approach


No two maternity journeys look the same. Some women thrive during leave; others struggle. Some are eager to jump back into work; others feel torn. Tailored, flexible support is key.


4. Build Connection


Motherhood can be isolating. Peer networks, mentorship programs, or even casual meet-ups can help women feel seen and supported. Sometimes, just hearing “Me too” can make all the difference.


5. Advocate for Cultural Change


Let’s face it: policies like parental leave and flexible work schedules are great, but they’re not the whole picture. It’s about fostering a culture where maternity is normalised, celebrated, and fully supported—not something to tiptoe around.



A Call to Action


Supporting maternity transitions isn’t just the right thing to do for individuals—it’s a smart move for organisations. Women who feel supported during this time are more likely to stay engaged, loyal, and innovative. And when we prioritise inclusivity and care, we create workplaces where everyone can thrive.


So, let’s talk about it. Let’s listen. Let’s rethink how we approach maternity—and transitions of all kinds—so they’re seen not as disruptions, but as opportunities for growth.


Because at the end of the day, isn’t that what L&D is all about?



Want to explore this more? Listen to our podcast episode on Navigating Transitions:





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