How to Support Would-Be Parents in the Workplace on Cesarean Awareness Month
Once a cesarean, always a cesarean.
This is a phrase that expectant parents often hear when planning their birth. It’s a phrase often repeated and even treated as gospel in many circles within the medical community.
But should it really be treated as gospel? Even though cesarean births are known to save lives during emergencies, there’s evidence that giving birth through C-section poses several risks. The risks become even higher in repeat C-section births.
And yet, the number of cesarean births is rising globally. According to the World Health Organization, 21% of all childbirths around the world are done surgically; however, in the US, the average rate is 30.9%. In many of these cases, the operations may have been unnecessary, as birthing people are not often given enough information to make the informed decisions for birthing their children.
Raising awareness about cesarean deliveries and empowering expectant parents to make informed choices about birthing is the rationale behind Cesarean Awareness Month, which is observed every April. As professionals in human resources, we need to participate in this campaign to support the would-be parents we serve in our workplaces.
Why do we need to observe Cesarean Awareness Month?
The most valuable resource that any company has is its people. Typically, a large percentage of employees are of childbearing age who will need support if and when they get pregnant.
Pregnancy and childbirth can be overwhelming experiences, even for parents who have gone through them before. It becomes even more stressful if they experience a cesarean delivery. Birthing people need time to recover from the physical demands of childbirth and whatever conditions they may develop postpartum. Both parents need time to bond with their newborn.
Because people are the most valuable resources, companies must provide the time and resources the parents in their workforce need. If they support these parents sufficiently, they’d be at their best when they return to work. You can expect them to be more focused and productive.
Companies will also benefit from supporting the parents and would-be parents in their employ. The total cost of hiring a new employee can be 3 to 4 times the position’s salary.
Additionally, companies can save on healthcare costs by empowering them to make informed decisions about their birthing plans. They also get to comply with state and federal laws, thus avoiding possible financial and legal issues.
Everyone wins. And this cycle of support can continue rolling even after Cesarean Awareness Month.
How can HR support parents and would-be parents on Cesarean Awareness Month?
How can we, as HR professionals, support parents during Cesarean Awareness Month?
Here are a few ways:
- We can review existing parental leave policies in our respective companies and update them if necessary. Doing so ensures that our policies remain in compliance with state and federal laws to provide the time and resources that our people need.
- We can conduct an information campaign to educate employees about the risks and benefits of vaginal and cesarean delivery. This campaign will help them make informed decisions to reduce stress and increase safety during childbirth.
- We can contest the idea behind “once a cesarean, always a cesarean” by providing accurate information and resources about vaginal birth after a cesarean (VBAC). VBAC is a safe and effective option for mothers who’ve had C-section deliveries.
- We can create in-house wellness programs. While we can fine-tune these programs to support pregnant women in our workplaces, they can also benefit other employees. These can include yoga classes, nutrition counseling, and perinatal preparation workshops.
- We can make our workplace more inclusive for parents and would-be parents. This can mean providing access to private lactation rooms, offering flexible schedules with generous paid leave, creating support groups, and facilitating training for managers.
Childbirth can be a profoundly spiritual experience for both parents. As HR professionals, we need to empower parents within our sphere so they can have this experience with the least stress possible. And we need to do this year-round, not just on Cesarean Awareness Month.
