06/11/2026
I recently attended the Los Angeles Business Journal Women’s Leadership Symposium, surrounded by incredibly accomplished women leading companies, building organizations, and shaping industries.
One conversation came up again and again.
After learning what I do, so many women said some version of:
“I wish I knew services like this existed when I had my children.”
“The workforce is not set up for mothers.”
“I would have gone back to work so much differently if I had support.”
And they’re right.
We spend a lot of time talking about recruiting top talent, retaining employees, and preventing burnout. Yet many companies continue to overlook one of the most significant transitions an employee will ever experience: becoming a parent.
The postpartum period doesn’t end when maternity or parental leave is over.
Parents are returning to work while navigating sleep deprivation, feeding challenges, recovery, childcare transitions, identity shifts, mental health changes, and the immense responsibility of caring for a new human being.
The result?
Increased stress.
Higher burnout.
Reduced productivity.
Employees questioning whether they can continue balancing both work and family.
What if we approached postpartum support the same way we approach other employee wellness initiatives?
Postpartum doulas, lactation support, sleep education, parenting resources, and transition support don’t just benefit families.
They benefit businesses.
When parents feel supported, they return to work with greater confidence, improved mental well-being, increased focus, and stronger long-term loyalty to their employer.
Supporting new parents isn’t just the right thing to do.
It’s a smart investment in your people.
If we want to build workplaces where employees thrive, we have to start recognizing that supporting families is part of that equation.