Lais Pontes Greene’s life story took a different turn after welcoming her third child. She is the founder and president of a public relations and branding agency in Florida. Before becoming a mother, she enjoyed attending events and working on exciting projects that went beyond the typical 9-5 schedule. However, as her family expanded, she shifted her focus to corporate projects. Clients now respect her family time commitments, which has had a significant impact on her career.
For many working mothers, balancing family responsibilities with work demands is a constant challenge. The COVID-19 pandemic exacerbated these challenges, leading to a significant drop in the number of working moms. Factors such as limited maternity leave and the need to care for sick children can force mothers, in particular, out of the workforce.
The impact of the ‘maternal wall’ for working moms
Returning to work after a short maternity leave can be difficult for any parent. However, mothers face additional hurdles, often referred to as the ‘maternal wall.’ This term describes the barriers mothers encounter in career advancement once they become parents. The challenges increase with the number of children a mother has, affecting their professional growth.
During the pandemic, mothers of young children experienced higher job losses compared to fathers, highlighting the disparities working moms face. Financial responsibilities and workload distribution further compound the challenges for mothers raising three or more children.
Are more kids more difficult?
Increasing childcare costs can make it financially tough for parents with multiple children. Families with three kids can spend thousands of dollars monthly on childcare expenses, making it a significant financial burden. Women, especially in heterosexual marriages, often bear the weight of choosing between their career and childcare responsibilities.
How to support working moms
Companies can play a crucial role in creating supportive environments for parents returning to work. They can:
Support affordable childcare initiatives and programs
Employers should promote childcare benefits and programs to assist parents. Government initiatives like Tennessee’s childcare assistance program aim to make childcare more affordable, a cause companies can champion.
Increase access to breastfeeding accommodations
Enhancing breastfeeding accommodations can help more mothers reach their breastfeeding goals. Supporting breastfeeding-friendly initiatives and resources like Mamava lactation pods align with state laws and benefit breastfeeding parents.
Hire moms for top leadership positions, and support their success
Empowering more moms to pursue top leadership roles can bridge the gender disparity in leadership positions. Providing adequate support and flexibility for mothers during crucial times like postpartum can lead to better representation of women in leadership.
Offer 12-week paid maternity leaves (or longer)
Offering extended paid maternity leave can benefit new parents and contribute to better health outcomes. Several states have implemented paid family and medical leave laws, encouraging companies to prioritize supporting new parents.
Prioritize hiring moms of multiple kids when they do return to work
Facilitating the return of parents who took career breaks to raise kids can tap into valuable talent pools. Programs like The Mom Project help reengage skilled mothers in the workforce, bringing diverse perspectives and expertise to companies.
Creating a supportive work environment for mothers benefits both employees and organizations in the long run. By addressing the unique challenges faced by working moms, companies can foster a more inclusive and equitable workplace.
If uncertain where to begin, seeking input from pregnant and postpartum mothers can provide valuable insights on how to better support them. Simple conversations and initiatives can make a significant difference in creating a more supportive work environment for working moms.
