Understanding why and how women determine to stay in student affairs after having children: a narrative inquiry

Many women leave higher education and the workforce because of inadequate support after childbirth, as student affairs units often struggle to create family-friendly environments. The purpose of this narrative inquiry qualitative study was to understand why and how mothers who work in student affairs choose to stay after having children. This study was concentrated on individuals working in housing and residence life; student activities such as fraternity and sorority life, governance, leadership, programming, student organizations; civic engagement and service; and diversity, equity, and inclusion. Semi-structured interviews were conducted with 15 participants at four-year, large-size, public institutions in the United States. The themes were as follows: (a) supportive network, (b) flexible work arrangements, (c) knowing the job, (d) employee benefits, and (e) role modeling. Some themes also included subthemes, which add nuance and texture to the study’s results. The participants shared their personal stories of being a mother in student affairs and how these experiences have helped them be retained in the student affairs industry. This study helped advance the understanding of student affairs mothers' experiences on college campuses, specifically at large, four-year, public institutions, and will continue to assist the student affairs industry in supporting the needs of future mothers, and even just caregivers, in the future. Some recommendations built from the themes include (a) fostering robust support networks, emphasizing the role of supportive supervisors who offer flexibility and encouragement; (b) promoting flexible work arrangements within the workplace; (c) reviewing parental leave policies regularly to accommodate diverse caregiving responsibilities; (d) ensuring they are offering competitive employee benefits and work with local businesses to provide discounts for employees to alleviate any financial pressures; and (e) encouraging visibility and mentorship from leaders who balance work and family life to help empower current and prospective employees.