Lais Pontes Greene’s career took a sharp turn after the birth of her third child. As the founder and president of a Florida-based public relations and branding agency, she used to enjoy the exciting aspects of her job before having kids and even attended events late into the evening. However, with the arrival of her third child, her priorities had to change.
“Before having multiple children, my agency handled a lot of work, such as fashion week shows, large festivals, and other non-traditional 9-5 projects,” she explains. “As our family grew, I shifted towards more corporate projects. The understanding and support of clients regarding my scheduled family time became crucial.”
While Pontes Greene could adapt to the new situation, many working moms face challenges in balancing family needs with workplace demands. The pandemic further complicated matters for parents, with nearly half of moms (45%) not actively working following the onset of the pandemic in April 2020, as reported by the Census Bureau. Issues such as limited maternity leave options and managing sick days with children can push mothers, in particular, out of the workforce.
The impact of the ‘maternal wall’ for working moms
Parenting hurdles are a common challenge, especially when returning to work after a brief maternity leave. However, for parents juggling these responsibilities multiple times as their families expand, the impact on their careers can be severely detrimental.
“Women often encounter additional obstacles to career progression, with one major factor being the ‘maternal wall,’ which hinders career growth for mothers,” explains Dana Kirwin, director of employer and government relations at Medela. Kirwin heads the Kin program, Medela’s initiative offering nursing services to employees. “The challenges can manifest in various ways, leading to missed opportunities for advancement, pay raises, project assignments, job prospects, and even loss of income due to inadequate parental leave after welcoming a new child. These difficulties tend to escalate with each additional child a mother has.”
The effects of the maternal wall were glaring during the pandemic, where “mothers of young children… experienced job loss at three times the rate of fathers during the pandemic,” according to an analysis by Stateline, a project of The Pew Charitable Trusts.
Inequities in financial responsibilities and workload distribution can also come into play. “Mothers with three or more children often face tough choices when it comes to balancing work and motherhood, not just in terms of time but also financially supporting three or more children,” says Martica Marin, a mother and the regional marketing manager at Top Employers Institute, a global organization recognizing exemplary HR practices.
Are more kids more difficult?
For some parents, the affordability of childcare may become a concern when they have multiple children. According to Care.com, costs surged in 2021, with monthly expenses exceeding $1,000 per child for after-school care, close to $900 for a family care center, and slightly over $900 for childcare services. Opting for a nanny can push the monthly cost to nearly $2,800 for one child. Hence, families with three children could be looking at monthly expenses ranging from $3,000 to $8,400 for daycare or childcare. Care.com also notes that 59% of families are anxious about escalating childcare costs impacting parental career continuity.
Over 30% of women in heterosexual marriages outearned their spouses in 2021. Consequently, the decision of whose career to prioritize due to childcare expenses often results in mothers pausing their careers, even when they earn more than their partners.
How to support working moms
Companies wield significant influence in fostering conducive workplace environments for parents returning to work. To facilitate the return to work for parents, companies can:
Support affordable childcare initiatives and programs
Employers can actively promote any childcare-related benefits or programs they offer and openly endorse such initiatives.
“There could be policies that benefit [parents], like a Flexible Spending Account for pretax dollars designated for childcare expenses,” Marin suggests. Additionally, some government initiatives, like Tennessee’s recently revamped childcare assistance program, are striving to enhance childcare affordability, a cause that companies can champion.
Increase access to breastfeeding accommodations
The American Academy of Pediatrics advises exclusive breastfeeding for the first six months, with complementary foods introduced around six months, and encourages extended breastfeeding beyond two years if desired by mother and child. Kirwin highlights that only 25% of infants are exclusively breastfed for six months, and 60% of women fall short of their breastfeeding goals. Kirwin faced this challenge in her first postpartum period with a previous employer. “I was determined to breastfeed for at least six months, but it was a struggle. Finding the time to pump each day was difficult, and I only just managed to reach the six-month milestone before feeling a mix of relief and disappointment,” she recounts. However, in her current role, she was able to breastfeed her next child for a year thanks to “generous, fully paid parental leave, flexible return-to-work policies, and robust breastfeeding support.”
Companies can explore programs, services, and products like Mamava lactation pods to ensure compliance with state laws in supporting breastfeeding parents.
Hire moms for top leadership positions, and support their success
Only a quarter of C-suite roles are held by women, a fact Kirwin cites as evidence of inadequate support for moms, especially considering that slightly over half of the workforce is female. “The statistics on these trade-offs are alarming. In the U.S., one out of four women returns to work within ten days of childbirth,” she notes. “The lack of support during this crucial time often leaves women struggling and significantly contributes to the underrepresentation of women in top leadership roles.”
Offer 12-week paid maternity leaves (or longer)
Despite the U.S. being among few countries without paid maternity leave, companies and states can lead by example and prioritize supporting new parents. Currently, “11 states have enacted paid family and medical leave laws,” as per The Center for American Progress. Studies indicate that longer maternity leaves result in better health outcomes.
Prioritize hiring moms of multiple kids upon their return to work
Parents re-entering the workforce after taking several years off to raise children may sometimes face challenges due to employment gaps stemming from motherhood. “Some women have attempted to resume work after a prolonged break but encountered obstacles due to gaps in their resumes. This can significantly impact a woman’s career trajectory,” Marin explains. Companies can collaborate with initiatives like The Mom Project to facilitate the reintegration of skilled mothers into the workforce or reconnect with valued former employees who paused their careers to focus on parenting.
“The absence of parents with three or more children from the workforce creates a notable void in valuable talent,” Marin adds. “Companies fostering a supportive work environment for mothers will witness significant returns on their investments. A mother who feels secure in her workplace will be more productive, a better collaborator, leader, and innovator.”
If unsure about where to begin, engaging pregnant and postpartum mothers in conversations regarding barriers and support mechanisms can make a meaningful difference.
