Short on time? Read this: With 42% of women considering leaving their jobs post-pandemic for lack of flexibility, companies must find ways to keep working mothers in the workforce. Strategies like flexible work arrangements, returnship programs, and inclusive policies not only support working mothers but also enhance organizational productivity and diversity. Embracing the skills and perspectives of working mothers is essential for sustainable business growth.
Sometimes it shocks us how many employers are still missing out on an incredibly valuable, untapped resource in today’s workforce: Working Mothers.
Highly qualified and brimming with skills, they often choose not to engage in the workforce, not from a lack of desire to contribute, but because the work environments that can support their unique needs are scarce. This is more than just a missed opportunity for them; it's a significant loss for the workforce at large, which is deprived of their considerable talents, experience, and leadership. The challenge for hiring managers and business leaders lies not in questioning their capability, but in creating workplaces where these adept individuals can thrive.
Current Workplace Trends
According to Fast Company, key trends for 2024 include a heightened focus on employee wellbeing and mental health, driven by the ongoing impact of the pandemic. This shift is particularly relevant for working mothers, who often juggle multiple responsibilities.
This topic - the juggling act that is parenthood - is particularly near and dear to my heart. I often say I love to work hard, and I thrive from it but I also have to take my three children to the orthodontist! Working for a firm that prides itself on being a “lifestyle company” allows me to do so.
Challenges Faced by Working Mothers
As reported by Fast Company, 42% of women have considered leaving the workforce or not returning to their jobs post-pandemic. Other challenges are the perceived lack of current experience and the need for flexible work schedules.
One of the reasons I chose to originally work in education was because I knew I always wanted a career but also always wanted to be a mother. While having summers and weekends off as a counselor or education administrator was helpful I had no flexibility to work from home if one of my boys was sick. I could not necessarily leave early if someone had a doctor’s appointment. The rigid schedule of the education sector no longer fit my lifestyle even though I had so much more to offer the industry.
The Candidate's Perspective
The need for flexibility is critical for working mothers. The Mom Project's blog post emphasizes that flexible work arrangements are a top priority for 97% of women looking for a job post-pandemic. In my own career shift, flexibility was a key factor in my decision-making process.
Talent Growth Partners has been the answer to my work-life balance woes. Numerous other employees, including one of the managing partners, are also working mothers. Our calendars are filled with candidate interviews, business development meetings and PTO events at our children’s school. Our company’s leaders know that we are better employees if we are given the space to be better moms.
Returnships as a Solution
Returnships, as discussed by The Mom Project, offer structured pathways for mothers returning to work, providing opportunities to refresh skills and rebuild professional confidence.
Returnships were of particular interest to me as I embarked on my return to work. Not only was I coming back after a career pause but I was also switching fields. Ultimately I did not need to go the route of a returnship but it can be very valuable.
Benefits to Employers
Employing and supporting working mothers brings immense value to organizations. Skills like multitasking, time management, and empathy – often honed through parenting – are invaluable in the workplace.
I am a mother of three boys, an associate at Talent Growth Partners and a Head Varsity Girls Lacrosse coach. I need to be organized and excellent with time management in every aspect of my life. I plan ahead and more often than not get straight to the point. There is not a lot of time for unnecessary tasks and distractions. With that said, things do not always go as planned. They more often DO NOT go as planned. Nothing has prepared me for being more adaptable than motherhood!
Actionable Strategies for Employers
To effectively support working mothers, employers can implement several strategies:
1. Flexible Work Arrangements: Offering flexibility in work arrangements can significantly enhance the ability of working mothers to contribute effectively while managing their family responsibilities.
Examples:
Remote Work: Allow employees to work from home, reducing commute time and providing the ability to create a work-life balance that suits their family's needs.
Flexible Hours: Implement core hours with the freedom to start earlier or finish later, accommodating school runs or childcare arrangements.
Part-Time Positions: Create or adapt roles to be part-time, offering the same level of respect, progression, and prorated benefits as full-time positions. Fractional leadership positions are trending. (More on fractional leadership roles in this post from our president, Maria Nicholas-Groves, here.)
2. Returnship Programs: Returnship programs are designed to help those who have taken a career break, such as mothers, to re-enter the workforce with confidence.
Examples:
Structured Training: Offer comprehensive training sessions to update skills and knowledge in their field.
Mentorship: Pair returnees with mentors who can guide them through their transition back into the workplace, offering advice and support.
Project Assignments: Provide meaningful project work that allows returnees to demonstrate their capabilities and regain professional confidence.
3. Supportive Policies: Developing policies that recognize and actively support the unique challenges of working mothers can foster a more supportive and productive work environment.
Examples:
Childcare Support: Offer onsite childcare services or partnerships with local childcare providers to help working mothers manage childcare needs.
Parental Leave: Extend parental leave policies beyond the statutory minimum, allowing both mothers and fathers to take time off, promoting shared parenting responsibilities.
Flexible Sick Leave: Adapt sick leave policies to include time off for when children are ill, recognizing that working mothers often need to be the primary caregiver in these situations.
Expanded Family Care Leave: Introduce a "Family Care Leave" policy that provides paid time off for employees to care for ill family members, separate from their own sick leave. This policy recognizes and supports the caregiving responsibilities that often fall to working mothers, ensuring they don't have to choose between their job and their family's health.
The concept of 'flexible work' is often misunderstood in the corporate world, yet it holds the key to unlocking a treasure trove of talent among working parents. Far from being a compromise or concession, creating a more accommodating workplace can be a strategic move that results in tangible benefits: enhanced profitability, improved company culture, and higher retention rates. The bottom line is clear—flexibility isn't just good for employees; it's good for business.
The reality we face is straightforward: a significant segment of highly qualified, skilled professionals is currently opting out of the workforce. These are the candidates your company is searching for, yet they remain just out of reach, not because they're uninterested in contributing their talents but because the work environment hasn't adapted to meet their needs.
To capture this untapped potential, the solution is simpler than you might think. Small adjustments and a new perspective on work-life integration can significantly attract and retain this valuable workforce segment.
Looking for ways to make your workplace more accommodating for working parents? Talent Growth Partners is here to help. We specialize in crafting strategies that not only attract top talent but also nurture a culture where everyone thrives, including working parents. Connect with us, and let's transform your approach to unlock the full potential of your workforce.