Between August and October 2024, doulas reported a decline in perceived emotional and physical well-being support from the organization. This shift coincided with internal transitions, increased client loads, and program changes that left some doulas feeling overwhelmed and disconnected. During this period, quick decisions were sometimes made without thorough team consultation, which contributed to stress and reduced morale. However, starting in November, there was a clear upward trend in reported well-being. This improvement aligned with intentional efforts to slow down internal processes, reintroduce planning conversations, and create more space for feedback. Team-building activities and increased consistency in hours also helped rebuild trust and connection within the doula team, sustaining the positive momentum into early 2025.

Internal support systems are key to sustaining doula wellbeing. Supervisors, wellness leads, and peer mentors like Bria and Jaya provide emotional and logistical support, offering guidance on client care, work-life balance, and scheduling. Other internal partners, such as the HR or operations team, can also help by responding to wellness concerns and making necessary structural adjustments. External mentors or wellness coaches—such as those from Birthland—further support doulas by creating a space for reflection and helping manage stress or burnout. These relationships help reinforce that well-being is a shared responsibility, not an individual burden.

Regular check-ins, open communication, and opportunities for peer connection have proven to be effective in supporting doula wellbeing. Structured but informal conversations led by mentors allow doulas to process challenges, receive encouragement, and navigate emotionally taxing work. Creating space to plan ahead—rather than constantly reacting—has helped reduce pressure and improve overall team dynamics. Activities focused on team-building and emotional support, such as wellness days or group debriefs, have also had a meaningful impact. When doulas feel heard and included in organizational decisions, they are more likely to feel supported both emotionally and physically.

To continue supporting doula wellbeing, SisterWeb can formalize routine check-ins and maintain transparent communication around organizational decisions. Reinforcing mentorship structures and wellness support—such as stipends, wellness hours, or mental health resources—will help sustain the current positive trend. Providing advance notice for changes and allowing time for doulas to share their input can reduce stress and foster a greater sense of ownership and trust. As client loads grow, balancing expectations with capacity and offering flexible scheduling options will also be critical. Maintaining a culture of care, where doulas feel valued as both professionals and people, is essential for long-term wellbeing.