Women’s Empowerment Principles signatories support working mothers in corporate South Africa
Date:
Two Women's Empowerment Principles signatories in South Africa are setting the standard for supporting working parents. Electricity provider Eskom unveils dedicated mothers' rooms, while Rand Merchant Bank offers comprehensive parental coaching and on-site childcare. These initiatives are transforming the organizations' workplace cultures, retaining female talent, and advancing gender equality in corporate South Africa.
Eskom powers up support for working mothers with new lactation facilities
In the bustling heart of Johannesburg, South Africa, a quiet revolution is taking place at Eskom Holdings, the country's primary electricity provider. The company is a Women’s Empowerment Principles (WEPs) signatory as well as a HeForShe advocate. On International Women’s Day 8 March 2024, Eskom unveiled its first official mothers' room at its headquarters, marking a significant step forward in supporting working mothers like Ronel Coetzee.
Ronel, who welcomed her baby in late 2023 faced a common dilemma among new mothers returning to work: how to balance breastfeeding with professional responsibilities. Her concerns were shared by many of Eskom's female employees, who previously did not have suitable lactation spaces in the workplace.
Elsie Pule, Group Executive for Human Resources at Eskom, explains the catalyst for change, "When we started the Eskom Women’s Advancement Programme (EWAP), one of the aims was to create a conducive work environment. We reviewed all policies to ensure they were gender accommodative. The issue of breastfeeding came up frequently, with many ladies expressing that they saw the lack of facilities as management's way of discrimination."
With a workforce of more than 40,000 nationwide, 37 per cent of whom are women, Eskom's management recognized the urgency of addressing this issue. Their efforts culminated in the official opening of the mothers' room at Eskom's Megawatt Park on International Women's Day 2024, aligning with the global theme of ‘Accelerate Progress: Investing in Women’.
The new facility provides a comfortable, private, and hygienic space for mothers to pump and store breastmilk. For Ronel, this initiative has been transformative, "Before this, I considered stopping breastfeeding at six months. Now, I express milk about twice a day at work, and I've surpassed my six-month goal."
Eskom's support for working mothers extends beyond the physical space. The company offers a progressive six-month maternity leave policy, with five months fully paid and the sixth at 75 per cent pay. Additionally, employees benefit from a hybrid working environment and the option to renegotiate their contractual working days.
“When we were designing this facility, we incorporated input from various stakeholders including young working moms, desktop research for industry best practices, as well as several consultation sessions with our Chief Medical Officer, Dr Penny Mkalipe,” remarked Dorcas Molise, the Programme Manager for EWAP as she proudly showcased the lactation facility.
For working mothers like Ronel, these developments represent more than just amenities – they are a recognition of their value and needs. "I think essentials like a mothers' room are becoming a minimum standard that moms consider when looking for an employer," she notes.
As Eskom leads the way in supporting working mothers, its example serves as a beacon for other companies in South Africa and beyond. By investing in women's needs and creating a more inclusive workplace, it is not just empowering its female employees – it is fostering a more equitable and productive work environment for all.
Looking to the future, Eskom is encouraging all its sites to establish mothers' rooms and is exploring models for childcare services. Elsie emphasizes the importance of these investments, "About 55 per cent of our employees are under 35. If we want to retain talent in this age group, these are the things we need to invest in. A childcare service that runs even after hours would be the cherry on top for parents."
Rand Merchant Bank invests in family-friendly workplace with innovative parental support
On the other side of town another WEPs signatory, Rand Merchant Bank (RMB) is setting a new standard for corporate support of working parents. As one of the country's leading banks, RMB has implemented a suite of initiatives designed to retain talent and promote gender equality in the workplace.
Dharshni Padayachee, Head of Diversity and Inclusion at RMB, explains the company's philosophy, "At RMB, we believe that to achieve a more gender equal future, we've got to empower both parents. The roles of both parents in the workplace and in the home are changing."
The bank's approach was born out of a critical observation. Around the five-year mark in their careers, many women were opting out of the workplace to focus on family. In response, RMB introduced parental support and coaching programmes, initially targeting mothers but later expanding to include fathers.
The parental coaching programme is a cornerstone of RMB's support system. It offers individualized, one-on-one sessions for both natural and adoptive parents across all levels of the organization. The programme begins before maternity leave, preparing expectant mothers for conversations with their managers and teams. It continues during leave and after the return to work, helping new parents integrate their professional and personal lives.
Storme McDonald, RMB's Chief Operating Officer and a mother herself, attests to the programme's value. "I found the parental coaching phenomenal," she says. "It helps you answer questions like what should I expect when my little one is born, will I still have a job, can I extend my maternity leave, what benefits do I have? Answering these practical questions helps put the mind at ease."
The coaching has yielded tangible results, improving the retention of women employees over the years. It has empowered mothers to make informed decisions about their careers and navigate their professional paths authentically. Dads at the company also receive parental coaching, tailored to their needs.
RMB's support extends beyond coaching. The bank has invested in physical infrastructure to support new parents. Every building on the RMB campus features a dedicated, access-controlled mother's room, providing a dignified space for women returning from maternity leave who are still breastfeeding.
Perhaps the most significant initiative is the on-site childcare facility. Open year-round with no school holidays, it caters to children from 4 months to 5 years old. This service offers parents peace of mind, knowing their children are well cared for while they work.
McDonald, whose child was born during the COVID-19 pandemic, shares her experience, "It gives me such peace of mind knowing that I can go with him to work, drop him off at the centre, and be able to actually see him. It really helped."
The childcare initiative also stands out for its inclusivity. Fees are scaled according to salary, making the service accessible to employees at all levels of the organization.
These efforts have contributed to a more balanced workforce at RMB. Currently, in an organization of 3,500 employees, 53 per cent are women.
As corporations worldwide grapple with issues of work-life balance and gender equality, RMB's comprehensive approach serves as a model. By supporting both mothers and fathers, providing practical solutions for childcare, and offering personalized coaching, RMB is not just retaining talent – it's reshaping the landscape of corporate support for working parents.
“These are a good examples of how the private sector should continually transform itself using the Women’s Empowerment Principles as a tool to create an enabling environment that ensures women in the workplace can utilise their skills for the organizations they work for. Bravo Eskom and RMB,” said Agnes Phiri, Strategic Partnerships Specialist and EntreprenHER Programme Manager at the UN Women South Africa Multi-Country Office.