The challenges working mothers face in the workplace have been well-documented for years, and yet the “motherhood penalty” persists. This term refers to the significant disadvantages women experience in their careers after having children. Lower pay, missed promotions, and discrimination. In fact, studies show that mothers are often perceived as being less committed to their jobs, leading to fewer opportunities for career advancement compared to their male counterparts or even women without children.
A 2023 study published by LeanIn.org revealed that mothers in the workforce are typically paid 70% of what fathers earn, with the gap widening with each additional child a woman has. Additionally, Harvard Business Review found that women face heightened biases around their commitment and competence, which leads to reduced career progression and higher attrition rates. This issue only worsened in the wake of the pandemic, which led many mothers to leave the workforce or scale back their careers due to inflexible work environments and inadequate childcare support.
How Can HR Teams Support Working Mothers?
It’s crucial to create policies that recognise and address the unique challenges mothers face in the workplace. Here are some practical strategies to mitigate the motherhood penalty and foster a more equitable workplace:
- Flexible Work Schedules: Offering flexible hours or remote work options can alleviate the stress of balancing work and family life. Flexible work arrangements have been shown to improve productivity, reduce burnout, and increase job satisfaction for working mothers.
- Career Progression Support: HR teams can focus on creating tailored career development plans for mothers. This includes ensuring access to leadership training, promoting internal mobility, and scheduling performance reviews that consider any career breaks. These initiatives ensure mothers feel empowered to advance their careers while managing family responsibilities.
- Encouraging Workplace Inclusivity Through Parent Networks : Establishing internal parent support networks provides a safe space for employees to share experiences, seek advice, and build camaraderie. These networks can also serve as valuable channels for HR teams to gather feedback and adapt policies.
- Mentorship Programs: Creating mentorship and sponsorship opportunities for working mothers can help them navigate career advancement despite the challenges posed by motherhood. Mentors can provide valuable guidance and support, which can empower mothers to pursue leadership positions and thrive professionally.
The Business Case for Supporting Working Mothers
Supporting working mothers it’s positive for your business. Studies show that companies with family-friendly policies have higher employee retention, increased productivity, and a more engaged workforce. By levelling the playing field for working mothers, businesses can build a more diverse and inclusive workforce, which leads to better decision-making and innovation.
Being sure to create a supportive environment for working mothers by implementing policies that promote flexibility, work-life balance, and career growth is one of Juno Projects’ priorities. We believe that when working mothers succeed, everyone benefits.
