As I look back on the problem for both me and the working mother, I realize that my law firm simply failed to take into account the existence of working mothers on my team when planning my staffing needs. This was not rocket science. There was plenty of work for women to do at home if they had to relieve a babysitter or pick up a child at 6 p.m. If I needed a live, warm body in the office, better management on my part and better support from HR could easily have solved the problem.
According to a set of statistics presented by Dina Bakst, cofounder and copresident of A Better Balance: the Work & Family Legal Center, absences because of illness, injury, or medical problems are often two to three times as high as absences because of "child care problems, other family or personal obligations, civic or military duty, and maternity or paternity leave."
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