Working Mums: Meet Claire Parsons
Senior Content Marketing Manager at Informa Markets, and a young mother of two, Claire Parsons tells Work-life that flexibility and a trust-based company culture eased her transition into motherhood
‘Stop trying to find the old Claire — you’re different now, and that’s OK.’
Claire Parsons, Senior Content Marketing Manager at Informa Markets, and a young mother of two — her first, a boy of three, and her second, a girl, now eight months old. When she returned to work after her first round of maternity leave she felt ‘completely lost. I remember sitting at my laptop and thinking, I’m just not running on autopilot like I used to. It wasn’t simply that I needed to catch up on work; it was that I needed to figure out who I was now — both, as a professional and as a mother.’
She eventually turned to a co-worker, another working mother at Informa, another woman juggling, balancing work and motherhood. And that’s when she was given the nugget that retooled her thinking: ‘you’re different now, and that’s OK.’
Ninety-day maternity leave
Informa produces exhibitions and conferences across the region and beyond — you might have heard of Cityscape Global or Arab Health, some of their better-known events. Informa’s current maternity leave policy is ninety-days paid maternity leave, and five-days paid paternity leave. To that you might tack on days from your annual leave, and even an added sixty days of unpaid leave. Anything beyond that, you’d have to discuss with your line manager.
‘I personally took six months off both times, and I can’t tell you how much I appreciated the extra time. HR had a dedicated chat with me to discuss my plans, and how they could make it work. They also checked in with me before my return date to see if I was ready, or if any changes had come up — that was a nice touch. They also offer a gradual return-to-work option — I didn’t use this, but it’s a good option to have.’
‘A trust-based culture’
But what Parsons appreciates most is how flexibility has spread across Informa. When she first went on maternity leave during COVID-19, Informa was already quite understanding, she says. But since, the growth of hybrid and remote-working options have opened the door on heightened flexibility.
‘There’s a real trust-based culture. And that’s been a lifesaver, especially when the unexpected happens — like that dreaded call from the nursery saying my child is sick. That first time, I thought the time away would reflect badly on me. But I quickly realised I was the only one stressing — my managers trusted I’d get my work done. No one was watching the clock. And that I could step away without feeling guilty.’
Dedicated spaces for nursing mums
Informa recently moved into a new office space, and it is fitted with a dedicated nursing room and rest room. Parsons hasn’t quite had the opportunity to use either just yet, but says it’s wonderful to see companies finally moving away from the days of pumping in closets and bathrooms — which, sadly, still remains the case in quite a few places. ‘They also have a policy which allows new mothers to take an hour out during the workday for nursing.’
But there’s always room for improvement. Parsons reflects it would help even further to structure some manner of a ‘working mums support network’ to link up returning mothers to those who’ve been through the experience, to connect them with a mentor or a ‘mum-buddy,’ as she puts it.
‘Informa offers mental health webinars, but a structured ‘working mums’ programme would make for a fantastic addition. Other than that, a return-to-work checklist and perhaps coaching sessions to assist with task prioritisation would help. And longer paternal leave would allow for better balance in caregiving.’
All in all, Parsons commends Informa for its culture of flexibility and understanding. ‘One of the biggest struggles I’ve witnessed among friends is the sheer anxiety of returning to work after maternity leave. Better policies, flexible working models, and structured return-to-work programmes can make a huge difference in creating a truly parent-friendly work culture.’