Working Mothers Deserve More: How Employers Can Support and Empower Them Year-Round
Mother’s Day serves as a great reminder of how important it is for Employers to reflect on how to acknowledge and support working mothers in the workplace. Balancing the demands of a career and a family can be an arduous and complex task for working mothers, and it is crucial to ensure these employees feel appreciated and supported.
According to statistics from the Pew Research Center:
Women with children earn 71 cents for every dollar earned by men with children.
Working mothers face a "motherhood penalty" in terms of perceived competence and benefits in the workplace.
Around 43% of highly qualified women with children off-ramp at some point during their careers.
75% of working mothers experience work-related burnout.
41% of employed mothers worldwide do not have access to paid maternity leave.
Not all employees qualify for FMLA, and many cannot afford to take unpaid leave.
Working mothers experience higher levels of work-family conflict.
Over 17 million working mothers in the United States do not have access to affordable childcare.
Given these statistics, it's clear that employers can do more to support these employees in the workplace. Here are some ways employers can support working mothers on Mother’s Day and beyond:
Flexible Work Arrangements: Consider offering flexible work options such as opportunities to work from home, part-time hours or flexible scheduling. This can empower them to effectively balance their work and family responsibilities, whether its picking up children from school or attending medical appointments. By providing flexibility, you alleviate stress and enhance productivity among working mothers.
Family-Friendly Policies: Establish family-friendly policies, including parental leave and childcare support. Parental leave grants working mothers the opportunity to care for their newborns without worrying about job security. Additionally, consider providing assistance with childcare expenses or on-site childcare facilities. These policies not only make working mothers feel supported and valued, but they also contribute to higher employee retention rates.
Support Groups: Create support groups or networking opportunities exclusively for working mothers. These groups cultivate a sense of community and support, enabling working mothers to connect with others who understand their unique challenges. Support groups, whether online or in-person, provide a platform for sharing experiences, seeking advice, and building meaningful relationships with fellow working mothers.
Training and Development: Offer training and development opportunities specifically tailored to the needs of working mothers. Focus on topics such as time management, work-life balance, and career advancement. Working mothers often face time constraints, and may need additional support to manage their workload effectively. Providing training and development opportunities can help working mothers develop new skills, improve their performance, and advance in their careers.
Sensitivity and Empathy: Be sensitive and empathetic to the unique challenges that working mothers face. Recognize the need for flexibility, appreciate the challenges of balancing work and family responsibilities, and offer support during difficult times. By exhibiting understanding and empathy, employers can cultivate an environment where working mothers feel valued, respected, and embraced. Ultimately, this fosters a positive and inclusive work culture that benefits all employees.
Acknowledging the significant contributions of working mothers to the workplace is critical, Equally important is providing the resources and support they need. By implementing these simple steps, employers can ensure that working mothers feel supported and valued in the workplace, not just on Mother’s Day, but throughout the year.
Interested in hearing how Grey Owl HR can help?
