Starting a family is one of life’s most significant decisions, and for many women, it’s a journey that brings both joy and challenges. A big concern is how this new chapter will affect their careers, with the fear of falling behind during maternity leave being a common worry. The values and culture of an employer play a crucial role in supporting women through every stage of this journey, from family planning to reintegrating into work as new mothers.

Sara, Head of People at FSC and an expecting mother, shares her experience at FSC, “I had been planning to have a child for some time, and I didn’t feel the need to keep it a secret. I feel incredibly fortunate to have felt comfortable enough to keep my manager informed, trusting that my decision to have a child and take time off wouldn’t be viewed negatively or result in me being ostracised. It was also important for me to discuss this openly at women’s group meetups to reassure younger women in our company that it’s okay to talk about these things. I maintained an open dialogue from the start, the whole process has been very smooth, and I’m heading into maternity leave next month feeling at peace.”

Rebecca, who was a Project Engineer when she became pregnant, felt ready for a promotion but was uncertain about how her pregnancy might affect her career progression. “To be honest, I was a little frustrated with the timing. I had been working hard to advance to a Senior Project Engineer and was concerned that taking time off would slow down that progress.” However, three months into her maternity leave, Rebecca was pleasantly surprised to be promoted. “I didn’t expect to get promoted while I was on maternity leave! It was such a wonderful surprise. I was excited to return to work after my time off and step into this new role.”

FSC ensures that women on maternity leave are not excluded from consideration when it comes to promotions. According to the company’s parental leave policy, employees on leave are eligible for bonuses, pay reviews and promotions just like any other employee, with their leave status having no impact on the decision. FSC reviews its parental leave policy annually, with input from the internal women’s steering committee. In the latest version, FSC offers up to 18 weeks of paid maternity leave for the primary caregiver.

While the length of maternity leave is important, it’s not the only factor that matters to a new mother. Sharlott, a Principal Consultant at FSC, highlights that maternity leave can be a vastly different experience for each mother. “What a mum needs from her employer during maternity leave is very specific to each individual. Some women feel isolated during such a significant life change and want to stay connected to their workplace, while others prefer to completely disconnect from work. How a person feels can also change at different times during maternity leave. What really makes a difference is how well a manager understands and listens to the evolving needs during this time off.”

FSC encourages use of 10 keep-in-touch days at full pay during maternity leave, which can be used in various ways. Some women use these days to attend social work events and maintain social contact, while others use them to stay connected to their work. For instance, Sara plans to use her keep-in-touch days for a mix of both: “I plan to do payroll once a month to stay in the loop, but not in a highly integrated way. I’ll use the remaining days to attend social events to stay connected with everyone at work.”

Flexible working arrangements become essential when a new mother returns to work after maternity leave. Tessa, a new mother with a 3-month-old, was moving from the U.S. to Australia and searching for jobs as a Coastal Engineer when she came across an opening at FSC. Based on the Sunshine Coast, FSC’s flexible working options immediately appealed to her. “Most jobs required that I commute to Brisbane, and with childcare drop-offs and pick-ups, I couldn’t make that work.” During her interview at FSC, she explained her situation and was offered various options. “It was suggested that I work four days a week so I could spend more time with my little one. It wasn’t something I had even considered, I just assumed I’d have to go back full-time given the nature of the work.”

The lack of part-time options in the infrastructure industry often discourages women from pursuing or advancing in their careers after having a child. While it requires some adjustment, it is possible.

Sharlott, who initially returned to work three days a week and has since increased to four, explains, “I work in an office-based role, which is more conducive to part-time work. For engineers working on-site, it’s definitely possible to work part-time, but it can be challenging. It depends a lot on the specific role, your manager and the project culture as a whole. Part-time work often requires a handover, which adds another layer of communication and complexity. A lot of engineers consider moving into office-based roles for part time work, as it can be complicated for site roles.”

Rebecca, who had more site-based roles before her maternity leave, transitioned to office-based roles after returning to work at FSC, allowing her to work three days a week with flexible start and finish times. She has since increased her schedule to four days a week.

Working part-time can also involve a period of adjustment. When Sharlott returned to work on a part-time basis, she found it challenging at first. “I was trying to fit five days’ worth of work into three days, which was quite stressful. It took time for me to understand what was feasible in three days and to set boundaries for myself and others to ensure I didn’t work on my days off.”

Sara adds, “Having that flexibility is wonderful as it allows mothers to participate more in the workplace and we need that. However, many mothers go above and beyond to avoid being perceived as slacking off. A culture of trust is important for flexible and part-time options to work.”

Tessa reflects on the last few months at FSC as new mum working remotely and part time “I used to view myself as more family-oriented than career-driven, as it was always a choice in my mind. It’s been quite a pleasant surprise to realise that I can be both. It’s definitely not easy but working for a company that listens to your needs and strives to create a supportive work environment goes a long way.”