Raquel, mother and Communications Manager at Fuckup Nights talks about the historical inequality towards motherhood in the workplace and how to change it.
Reconciling work and family life is a constant challenge, but working mothers face additional pressures. Not only do they have to excel in their careers, but they also have to take care of their families, children and home. As a result, many women find it difficult to effectively manage their professional and personal lives. This is why it is essential to create "mother-friendly" workplaces that support working mothers and offer them the flexibility and support they need to achieve their goals.
How did we get here? Do gender roles have anything to do with it? What can organizations do to create a mother-friendly workplace and what does that mean? Let's dive in.
Many years have passed since the incorporation of women into the workplace during the Industrial Revolution, and some working conditions remain the same for women. A wage gap still exists, caused mainly by seeing motherhood as a barrier to productivity, due to shorter working hours and a pause in career advancement.
Women are still in the minority in positions of greater responsibility because these require more time, and they are not supposed to have it because they have to take care of their homes and children. And why don't women have as much time to devote to their professional careers? Because men refuse to do their part in taking care of their own children and their own home.
Here are some questions parents can ask themselves regarding housework, according to The Atlantic:
It is true that new generations are examining these issues, but we need to generate real changes in our society so that women who decide to become mothers are not excluded from leadership positions or suffer the physical, emotional and economic consequences of having a double working day without the compensation or support they are entitled to.
It is clear that it is in the economic interest of women to continue having children and to maintain a system based on unpaid work. Misogyny, patriarchy and capitalism are the reasons why inequality is still as pervasive in organizational cultures as it has been since the beginning. And yes, women in leadership positions also perpetuate these systems of oppression in the workplace
And speaking of the workplace, it's time to look at what companies can do to create mother-friendly workspaces.
A "mother-friendly" workplace is an organization that supports working mothers by providing policies and practices that help them effectively balance work and personal life. These policies may include flexible work schedules, work-from-home opportunities, on-site childcare and a supportive company culture.
A mother-friendly workplace not only helps working mothers, but also benefits the organization as a whole. According to a Harvard study, companies with progressive gender diversity policies are more likely to retain and promote women. These organizations also have better reputations and are more attractive to potential employees.
Increased employee retention: According to a Harvard Business Review study, offering flexible work options can significantly reduce employee turnover.
Increased productivity: Working mothers who have the flexibility to effectively manage their personal and professional lives are more likely to be productive and less stressed.
Improved company reputation: Organizations that support working mothers are generally seen as more progressive, which can help attract top talent and customers.
Step 1: Review your company's policies
Take a close look at your company's policies and assess their impact on working mothers. Some important areas to review are:
Step 2: Work from home opportunities
Offering telecommuting opportunities can be a good way to help working mothers who need greater flexibility to manage their personal responsibilities, for example:
Consider offering telecommuting options to your employees on a full-time, part-time or as-needed basis. Be sure to provide the necessary tools and support to help them work effectively from home.
Step 3: Flexible schedules
Flexible schedules significantly reduce stress and improve work-life balance. Some popular flextime options include:
Implementing these options may require some adjustments to your organization, but the benefits can be immense in terms of employee satisfaction, retention and productivity.
Step 4: Day care at work
One of the biggest challenges for working mothers is finding reliable and affordable childcare. Offering on-site childcare can be an important advantage for them, as it helps ensure that their children are well cared for while they work. Some options to consider are:
These initiatives not only support working mothers, but also demonstrate your company's commitment to employee well-being and work-life balance.
Step 5: Promote inclusive practices
Creating a mother-friendly workplace is not only about implementing specific policies and benefits, but also about fostering a company culture that values and supports working mothers. Some ways to promote inclusion include:
Creating a mother-friendly workplace is an achievable goal with the right mindset and strategy. By applying these five steps, your organization can improve employee retention and satisfaction while supporting working mothers on their personal and professional journeys.
Have you heard of The Failure Program? Through surveys, workshops, online courses and private events, you'll find your way to having difficult conversations about gender inequalities in your organization.
And guess what?
By creating psychologically safe spaces for these conversations, your team will be more productive and feel confident enough to propose innovative solutions for your organization and your customers. Curious to learn more? Fill out this form.
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