Supporting New and Expectant Parents
The Perinatal Workplace Wellbeing Program (PWWP) was an initiative designed to address the needs of expectant and new parents in the workplace. Developed by the Centre of Perinatal Excellence (COPE) and Transitioning Well, the aim of PWWP was to improve the mental health and wellbeing of employees during this critical life stage.
The program focused on providing education, resources, and support to both employees and employers. By fostering a supportive workplace culture and equipping individuals with the necessary tools and knowledge, the PWWP sought to mitigate the challenges associated with the perinatal period and promote positive outcomes for both parents and organisations.
Project snapshot
- Developed the Perinatal Workplace Wellbeing Program (PWWP) through collaboration between Centre of Perinatal Excellence (COPE) and Transitioning Well, funded by WorkSafe's WorkWell Mental Health Improvement Fund to support expectant and new parents in Victorian workplaces
- Implemented a comprehensive four-component approach including HR policy capacity building, leader training, employee resources, and the iCOPE-W platform to create a supportive ecosystem for working parents
- Successfully partnered with Bunnings (among others) to demonstrate program effectiveness, resulting in reduced absenteeism, improved employee satisfaction, and enhanced retention rates among new and expectant parents
- Delivered significant cultural transformation through executive sponsorship, flexible work arrangements, on-site parent facilities, and structured return-to-work programs
- Created lasting impact through establishing employee resource groups, mental health first aid training, and manager education, leading to measurable improvements in workplace support for the transition from 'working person' to 'working parent'
HOW THE PERINATAL WORKPLACE WELLBEING PROGRAM MADE A DIFFERENCE
Program Design
The development of the Perinatal Workplace Wellbeing Program (PWWP) commenced with a comprehensive needs assessment to identify the specific challenges faced by expectant and new parents in the workplace. This process involved a thorough review of existing research and literature on perinatal mental health, workplace wellbeing, and organizational support systems.
To gain a deeper understanding of the experiences and perspectives of employees, focus groups were conducted with expectant and new parents from various industries. These discussions provided invaluable insights into the challenges they encountered, the support they required, and the types of resources that would be most beneficial. Additionally, focus groups with HR professionals and organisational leaders were held to explore their perspectives on supporting employees during the perinatal period and to identify potential barriers and facilitators to program implementation.
The findings from these research activities informed the development of the PWWP's core components and delivery strategies. By closely aligning the program with the identified needs of employees and organisations, the PWWP aimed to maximise its impact and relevance.
Program Components
The PWWP was designed to provide a comprehensive and multi-faceted approach to supporting expectant and new parents. The program consisted of four key components. By combining these components, the PWWP aimed to create a comprehensive and supportive ecosystem for expectant and new parents.
Policy and Practices
Leader Training
Team Resources
iCOPE-W Platform
A note on the role of workplaces
Given the unique challenges faced by expectant and new parents, the workplace environment plays a crucial role in supporting their overall wellbeing. Employers have a responsibility to create supportive and inclusive workplaces that accommodate the needs of their employees during this life stage.
A growing body of research highlights the economic implications of inadequate support for new parents. Maternal mental health issues can lead to increased absenteeism, presenteeism (reduced productivity while at work), and turnover. Moreover, organisations with a reputation for being family-friendly are more likely to attract and retain top talent.
By investing in programs and policies that support the mental health and wellbeing of expectant and new parents, employers can create a positive work culture, enhance employee morale, and improve overall organisational performance.
“Becoming a parent is one of the most significant transitions a person will go through in their lifetime. Many adjustments have to be made to successfully navigate the transition to parenthood, including the fundamental transition from ‘working person’ to ‘working parent'.”
Perinatal resources designed to support and make a difference to the mental health and wellbeing of expectant and new parents in workplaces.
“Becoming a parent is one of the most significant transitions a person will go through in their lifetime. Many adjustments have to be made to successfully navigate the transition to parenthood, including the fundamental transition from ‘working person’ to ‘working parent'.”
Case Study in Action: Bunnings
Bunnings has been at the forefront of implementing supportive workplace practices for expectant and new parents. By recognising the unique challenges faced by employees during this life stage, Bunnings has demonstrated a strong commitment to employee wellbeing and work-life integration.
Leadership Commitment and Cultural Shift
Bunnings secured unwavering support from senior leadership to establish a culture that prioritises the needs of expectant and new parents. This commitment was instrumental in driving the successful implementation of the PWWP.
- Executive Sponsorship: High-level executives actively championed the program, ensuring its visibility and importance within the organisation.
- Cultural Transformation: Bunnings fostered a culture of openness and support, encouraging employees to discuss their experiences and challenges related to parenthood.
Comprehensive Support
Bunnings created a comprehensive support ecosystem to address the diverse needs of expectant and new parents.
- Flexible work arrangements: The company offered a range of flexible work options, including part-time work, job sharing, and remote work to accommodate the evolving needs of employees.
- Parental leave and return to work: Bunnings provided generous parental leave entitlements and implemented a structured return-to-work program to ease the transition back to the workplace.
- On-site amenities: The company invested in on-site amenities such as lactation rooms and parent rooms to support employees' practical needs.
Education and Awareness
Bunnings prioritised education and awareness-raising initiatives to equip employees and managers with the knowledge and skills necessary to support expectant and new parents.
- Manager training: Managers received training on how to support employees during pregnancy, parental leave, and return to work.
- Mental health first aid training: Employees were offered mental health first aid training to empower leaders and team members to recognise and respond to signs of distress in colleagues.
- Employee resource groups: Bunnings established employee resource groups for parents to connect and share experiences.
Outcomes and Impact
Bunnings has achieved significant outcomes through its implementation of the PWWP:
- Improved Employee Satisfaction and Engagement: Surveys indicated a significant increase in employee satisfaction and engagement among new and expectant parents.
- Reduced Absenteeism and Turnover: By providing comprehensive support, Bunnings has reduced absenteeism and turnover rates among employees in the perinatal period.
- Enhanced Employer Brand: The company's commitment to employee wellbeing has strengthened its employer brand, attracting and retaining top talent.
- Measurable Business Impact: While quantifying the exact financial return on investment (ROI) can be challenging, Bunnings has observed increased productivity, reduced recruitment costs, and improved customer satisfaction as indirect benefits of the program.
Bunnings also reported a reduction in absenteeism among employees who participated in the PWWP compared to the company average. Additionally, employee satisfaction surveys indicated an increase in overall job satisfaction among new and expectant parents.
By investing in the wellbeing of its employees, Bunnings has not only created a more supportive workplace but has also demonstrated a strong commitment to corporate social responsibility. The company's success in implementing the PWWP serves as a model for other organisations seeking to support their employees during the perinatal period.
Support that makes a difference
Funded by WorkSafe's WorkWell Mental Health Improvement Fund, the Perinatal Workplace Wellbeing Program (PWWP) was designed to support and make a difference to the mental health and wellbeing of expectant and new parents in Victorian workplaces.
The aim of the program, which is still utilised today, was to create organisational change to provide a working environment that impacts positively on the mental health and wellbeing of new and expectant parents.
Resources from the Australian Perinatal Perinatal Workplace Wellbeing Program have now been migrated to our new site to support new and expectant parents, and their employers, the Parent Well.
The Perinatal Workplace Wellbeing Program (PWWP) was a collaboration between Transitioning Well and Centre of Perinatal Excellence (COPE).
