Mother's Day Special: Children should see parents as equal partners -Hetal Khalsa

We, at Adgully, have always saluted and honoured women managers and leaders across diverse fields. Over the years, W-SUITE is a special initiative from Adgully that has been turning the spotlight on some of the most remarkable women achievers in the M&E, Advertising, Marketing, PR and Communications industry.

On the occasion of Mother’s Day this year, Adgully has come up with a month-long special series saluting the Moms in the Agency business. The series will explore how successful women leaders, who are also mothers, are achieving work-life balance, and are also creating an inclusive work environment so that the mothers in their teams can work to their full potential.

The first W-Suite – Mother’s Day Special features Hetal Khalsa, Founder & Chief Creative Officer, PivotRoots. In this special interaction, Khalsa speaks about how she maintains work-life balance as the mother of a young daughter, PivotRoots policies to support and empower working mothers, dealing with ‘mommy guilt’, and much more.

As a woman leader, how do you manage to maintain a work-life balance as a working mom?

With a toddler in tow, it’s crucial to follow discipline as a working mother and a founder and leader of my team. Discipline helps keep the child away from anticipation and anxiety. Identifying clear priorities, both at work and at home, ensures less chaos at work and a happier child. I allocate my time to work and home accordingly to be able so I am better able to fulfil my duties.

What tips would you give other working mothers struggling to manage their work and personal life?

Create a reliable team both at work and at home. Don’t try to be a superwoman, delegate tasks, and ask for help when you need it. Ultimately, the well-being of your child, your work and your own physical and mental health is of utmost importance.

Work towards being flexible: Explore flexible work options that allow you to balance your professional and personal commitments more effectively. This can include options like flexible working hours, remote work, or job sharing. Discuss these possibilities with your employer to find a mutually beneficial arrangement.

How do you deal with “mommy guilt” while working and how do you balance your personal and professional life while being a mother? Can you share some personal experiences?

Mommy guilt is a word that society tends to unnecessarily burden mothers with. Both parents are equal partners, especially when it comes to nurturing a child. Both parents should have the “guilt” or none. I am not someone to believe in the concept. I have always wanted my child to grow up in an environment where the mother is an equal partner at home and work, and financially independent. It is monkey see monkey do.

Could you share your experience of returning to work after maternity leave? What challenges did you face and how did you overcome them? What changes would you like to see to support working mothers in the workplace?

There are no rest days when you are the one responsible to run the business. I worked till the last days of my pregnancy and returned to work immediately after. I am grateful that I had the support of my family to take care of my daughter.

The initial days of leaving her at home with my mother as the primary caretaker in my absence were a bit difficult. But then the non-fussy child that she was, I quickly got back into the groove. I still check up on her from time to time and speak to her during the day while I am at work. She also looks forward to our time together in the evening as I return and our early morning bath time before school. It’s our sacred time when she confides in me and it’s that trust every parent wants from their child ultimately. Though I must confess, I take a quick nap once she leaves for school. I need to keep a check on my mental health to be able to take the right decisions.

As a mother and a business owner, I understand what mothers go through. While I was blessed with a good support system, others may not have the same, often leading them to quit their jobs, and leave behind their hard-earned reputation, financial independence and self-respect. I have a couple of mothers on my team and I ensure their working hours are easy and flexible as long as the work gets done. They can balance the routine with their partners. If they need leaves/ half days on the pretext of a sick child, they get it without delay.

How has being a mother impacted your leadership style and decision-making as a woman leader? Have you noticed any positive changes in your leadership skills since becoming a mother?

While I always noticed the struggles of mothers around me, I also noticed the intention to perform as well and beyond as everyone else. They are tired of balancing all aspects of their lives. As a mother, I am more attuned to their needs. Work is fulfilling for women and brings a sense of achievement. Most times I step into their shoes and try to make decisions that are also more supportive of the mothers.

What steps has your company taken to support and empower working mothers, and how do you ensure that mothers are not discriminated against in the workplace?

PivotRoots doesn’t shy away from hiring mothers in whom we see the potential and deep desire to work and achieve something in life.

At PivotRoots, we allow mothers to manage their time with their spouses to be able to be with their children and balance their life. These mothers are allowed to work from home when their children are preparing for their exams.

Some of the leadership positions at PivotRoots are held strong by women who are mothers. They are highly dependable, skilled and multi-taskers. Their strength reflects in their work. Being a mother teaches you to be able to hold your own. As leaders, all four of PivotRoots’ founders welcome such strong women with open arms.

We give 182 days of paid maternity leave and a week-long paid paternity leave.

PivotRoots also bears the cost of the creche facility till the child turns 6 years old.

How can other companies follow suit to create a more inclusive workplace for working mothers? What are the best global practices you have come across in this regard?

The intent is most important. Willingness to alter work practices to get them more aligned with the requirements of an inclusive workplace.  Conventional work rules were created for a family system where women took care of the home and men earned money. Now both parents must work, and working women end up taking the bulk of the burden – balancing work, home, and family, especially parenting. So, the old work rules do not apply anymore. It is important for an organisation to fully recognise this before adopting policies. A policy that is equitable and not equal. Some of the best global practices include:

Parental leave policies: Countries such as Sweden, Norway, and Iceland have implemented generous parental leave policies that provide a combination of maternity, paternity, and parental leave, allowing parents to take substantial time off work to care for their children. These policies promote gender equality in caregiving responsibilities and support working mothers in maintaining a work-life balance.

Flexible work arrangements: Countries like the Netherlands and Denmark have embraced flexible work arrangements, including part-time work options, flexible working hours, and remote work. These practices enable working mothers to adjust their schedules to accommodate their family needs while continuing their professional careers.

On-site childcare facilities: Some companies, particularly in Scandinavian countries, have established on-site childcare facilities within or near the workplace. This allows working mothers to have convenient access to high-quality childcare, reducing the challenges associated with finding suitable care for their children.

Supportive childcare subsidies: Countries such as France and Germany offer substantial childcare subsidies and financial assistance to working parents. These subsidies help alleviate the financial burden of childcare costs and make it more affordable for working mothers to continue their careers.

Gender quotas and diversity targets: Several countries, including Norway, France, and Germany, have implemented gender quotas or diversity targets for corporate boards. These measures aim to increase female representation in leadership positions, including supporting working mothers in advancing their careers and achieving work-life balance.