As we step into 2018, my optimism for the year ahead is palpable. Movements like #MeToo, #TimesUp, and #5050by2020 have compelled society to confront the pervasive issue of gender inequality across various sectors. Among these initiatives, #TimesUp stands out with its structured approach aimed at addressing “the imbalance of power” prevalent in the entertainment realm.
This much-needed dialogue has taken center stage in the media, and while it’s encouraging to see these conversations unfold, one significant aspect remains conspicuously absent: motherhood.
When we discuss gender inequality, we must also highlight the Motherhood Penalty. The challenges women face in the workplace—such as lower wages, lack of mentorship, and limited promotion opportunities—are intensified when they become mothers. Research from the Kauffman Foundation indicates that a woman’s income declines with each additional child, and mothers are 79% less likely to be hired and 50% less likely to receive promotions.
While many millennial women plan to stay in the workforce after becoming mothers, the reality often turns out differently. According to Sheryl Sandberg’s Lean In, the dropout rate for mothers is significantly higher, with 43% exiting their careers. Therefore, as we push for initiatives like #5050by2020 in Hollywood or strive for a Congress that better reflects our population, we must ensure that mothers are not faced with additional barriers to earning fair compensation and advancing in their careers.
Besides addressing harassment and unconscious bias, companies must foster an environment that actively supports motherhood. So, what does an equitable workplace look like?
- Robust Paid Parental Leave Policies: Currently, only 14% of employees have access to paid leave. This needs to change.
- Childcare Support: In 33 states, childcare costs exceed that of college tuition. Employers should consider providing assistance to help alleviate this burden.
- Engagement with Returning Moms: Many mothers feel undervalued, contributing to the high dropout rate. Companies should actively engage with mothers returning from leave.
Does your organization measure up? Take Patagonia as an example; they report a 100% retention rate for mothers and boast that about half of their management positions are held by women.
Achieving true equality extends beyond simply tweaking policies or adding weeks of parental leave—though that is an important step. It involves equipping women, particularly new mothers, with the necessary resources and support to reach their professional ambitions. Here are vital considerations for companies:
- Recognize Individual Return Experiences: Each mother’s return to work is unique, and managers should be trained to understand the transition they undergo. New moms may need time to readjust and should not be automatically assigned fewer responsibilities out of perceived sensitivity. Instead, foster an environment where they feel comfortable discussing their capabilities and aspirations.
- Embrace Flexibility: If a new mom needs to leave early for childcare, it doesn’t reflect a lack of commitment. Recognizing that women often shoulder more family responsibilities—a concept referred to as the “second shift”—and providing flexible work arrangements can keep moms engaged and fulfilled in their roles.
- Establish Parenting Networks: While traditional employee resource groups may be declining, creating a support system for working mothers can be incredibly beneficial. New moms often lack opportunities to connect due to their schedules, so offering a professional moms’ group can demonstrate to them that their dual roles are acknowledged and supported.
For companies genuinely committed to addressing power imbalances, it’s essential to contemplate how they can keep new mothers engaged and on track for leadership roles. It’s time to put an end to the motherhood penalty and the “mommy track.”
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In summary, while movements like #TimesUp and #MeToo are crucial in highlighting gender inequality, it’s imperative that we also address the unique challenges mothers face in the workplace. By implementing supportive policies, fostering flexibility, and creating networks for moms, we can help ensure that motherhood is not a barrier to professional success.