Black Maternal Inequality Is Rampant. 4 Ways Workplaces Can Support Black Families.
Nika White • April 10, 2023
It’s Black Maternal Wellness Week
Band it’s about time we talk about the ways Black women and families experience maternal inequality inside and outside of the workplace. Black women are disproportionately subjected to fertility and healthcare injustice that most organizations aren’t aware of.
In 2020, the maternal mortality rate for Black women was 3 times
higher than for White women in the United States. Many factors
contribute to these disparities such as structural racism, implicit bias from healthcare workers, and underlying chronic conditions.
Workplaces have an opportunity to go above and beyond to support Black families with adequate parental leave, mental health resources, and other benefits to not only combat internal workplace inequality but to also support those who are experiencing childbirth complications that affect their performance in the workplace.
Whether your organization wants to attract more Black workers or maintain and support the ones you have, consider offering the following maternal wellness support to Black mothers and families.
Believe Black Women
First and foremost, when Black women tell you they’re experiencing microaggressions in the workplace or they’ve encountered bias from providers when they needed medical care, believe them. All too often, Black women are gaslit on a number of issues from seeking maternal healthcare to expressing grievances about unequal treatment. The consequence of not believing Black women can not only be detrimental to their health but also to their unborn children.
Gaslighting and dismissing Black women about their lived experiences in the workplace and when navigating the medical system is not helpful. In fact, gaslighting can bring about feelings of institutional betrayal, a phenomenon where an organization's words don’t match its actions and consequently create a sense of betrayal and feelings of lack of safety for Black individuals.
Believing Black women when they say something isn’t right in the workplace or when seeking maternal care is essential to curbing death disparities and encouraging healthier and happier families.
Offer paid family leave and bereavement benefits that include child loss
In the event that a Black family is expecting soon, make sure your organization has parental leave that supports both the mother and father during this time.
Parental leave shouldn’t just apply to one gender—it should be available to all parents. Offering genderless paternity leave can play a critical role in leveling the playing field for expecting families and giving them the reassurance that their employers have their back on this issue. In a country where racial and ethnic minorities are more likely to be uninsured, offering basic parental leave can be a powerful way to support Black families in your organization.
In the case of child loss, families should have bereavement coverage which includes the loss of a child. Grief resulting from child loss can look a number of ways and may extend into a loss of identity, self-sufficiency, or opportunities at work.
Ensuring that bereavement is easy to access for Black families who have lost a child can be crucial in allowing them to grieve without subjecting them to the additional trauma of a loss of financial resources.
Support affinity groups for working parents and those who have experienced child loss
Since maternal health issues are so personal, it can feel affirming for parents and expecting families to participate in an affinity group with strong support from the organization. Affinity groups are a way for folks with common challenges to come together in a safe space where they can engage in open dialogue that helps each member to process, grieve, and feel affirmed.
It’s vital for Black families to have a space where they can discuss certain health issues within the community and not feel so alone. Many Black women experience maternal health issues that are different than their White counterparts. For example, Black women are more prone to infertility, stillbirths, and uterine fibroids. Topics that may be best discussed with those who understand their situation.
Whether an organization feels financially prepared or well-staffed enough to address this need internally or not, even a small affinity group can have a large impact. Simply providing a physical space and consistent time for groups to organize and meet is a meaningful way to demonstrate support to Black families struggling with maternal health issues.
Offer postpartum mental health support
Even after weeks of parental leave, some Black women still may not feel like “themselves” when they return to work. They could be experiencing postpartum mental health issues that affect their presence and performance in the workplace.
Offer postpartum mental health support
Even after weeks of parental leave, some Black women still may not feel like “themselves” when they return to work. They could be experiencing postpartum mental health issues that affect their presence and performance in the workplace.
One study showed that Black mothers are more likely
to suffer from mood and anxiety disorders like postpartum depression and do so in silence without clinical help. Mental disorders can leave some Black mothers especially vulnerable and in need of support as they return to work and effectively manage their work-life balance (or work-life blend as I call it).
Consider offering postpartum mental health resources for all families, but especially Black families. This can look like choosing a health insurance provider that covers visits to therapists or offering therapist visits as a separate perk to accompany traditional health coverage.
Even though thousands of Black women experience mental health issues after giving birth, the stigma in Black communities towards seeking therapists can deter many from getting the help they need. Employers have an opportunity to support the transition from new parenthood to returning to work by offering mental health benefits that truly support Black families.
Final thoughts
Although Black maternal health doesn’t seem like an issue that organizations should have on their radars, it truly is. As racial diversity increases in the workplace, more employers and non-Black employees will work alongside Black families who may be experiencing these issues.
They are going to build relationships with Black families and may even go to each other’s familial events. Having a keen awareness of Black maternity disparities can demonstrate cultural competence and create a safer space for Black families.
Filling in the gaps of health disparities and doing one's part to curb them helps Black workers feel supported in the workplace and can help them better transition between taking time for parental leave and returning to work successfully.
Forgetting to offer mindful resources to support Black families is a mistake that can cost businesses healthy and happy workers who need additional support during trying times. I encourage organizations to go above and beyond to provide better resources for Black women and families. The result can help attract and maintain a diverse workforce and ensure they show up happier and more present in the workplace.
Final thoughts
Although Black maternal health doesn’t seem like an issue that organizations should have on their radars, it truly is. As racial diversity increases in the workplace, more employers and non-Black employees will work alongside Black families who may be experiencing these issues.
They are going to build relationships with Black families and may even go to each other’s familial events. Having a keen awareness of Black maternity disparities can demonstrate cultural competence and create a safer space for Black families.
Filling in the gaps of health disparities and doing one's part to curb them helps Black workers feel supported in the workplace and can help them better transition between taking time for parental leave and returning to work successfully.
Forgetting to offer mindful resources to support Black families is a mistake that can cost businesses healthy and happy workers who need additional support during trying times. I encourage organizations to go above and beyond to provide better resources for Black women and families. The result can help attract and maintain a diverse workforce and ensure they show up happier and more present in the workplace.
Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.
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