More moms are in the workforce — how are companies responding?
Mothers are spending more time in the workforce today than in the past. What's changed and what can improve?
Working moms — and workplaces — have changed a lot in recent years. According to findings from the Pew Research Center, among other changes, mothers are spending more time in the workforce today than in the past.
In 1965, mothers spent an average of nine hours a week on paid work time. Today, that average is up to around 25 hours a week. Furthermore, nearly seven-in-ten working moms in 2015 had children younger than 18. That’s compared to 1975 when fewer than half of all working mothers had children under the age of 18.
In the insurance industry alone, working mothers account for 50% of agents, 45% of claim and policy processing clerks, and 47% of underwriters employed across the entire industry, says the Department of Labor.
So, what’s bringing more moms back into the workforce?
According to Meredith Bodgas, editor-in-chief of Working Mother and workingmother.com, companies’ approach to maternity leave is changing — positively.
How the workplace is changing
“What we’re seeing is that maternity leave, the amount of paid time that companies are offering, is increasing and inching towards six months — that’s not the average yet, but it’s the goal, and more companies are getting closer to that,” Bodgas says.
Why is it the goal? Research has found that six months is the ideal amount of time for babies and moms to be together for bonding, and for moms to recover, she explains. Also, it’s the perfect amount of time a mom can be out of work without having her career derailed.
Additionally, the growing trend of more women demanding equal pay is also affecting how companies employ working moms. “One of the reasons women get paid less is because of an employer’s perception that they’ll be spending a lot of time caregiving. That may or may not be true, but more men are caregiving too,” Bodgas shares. “That has led to more women being more vocal about what they need from their employers to make it all equal.”
And women are not the only ones benefiting from demands for equal and family-friendly benefits. Bodgas says that more organizations are moving towards gender-neutral and baby-arrival-neutral policies. Today, dads are increasingly receiving paternity leave, and parents who welcome children via adoption or surrogate are also receiving benefits when, in the past, maternity leave was reserved just for birth moms.
Childcare benefits are also becoming more prevalent in the workforce. Onsite or near-site childcare or subsidized childcare costs are quickly catching on as companies realize the benefits.
“More companies are instituting bring your baby to work programs because they’ve seen them be successful,” she says. “So when parental leave ends, you can bring your infant to work with you and do your regular job with them next to you in the office. I’ve heard employers say that it boosts morale to have babies around, and that is doesn’t have negative effects on productivity.”
Also, sick child benefits are on the rise. “When your child is sick, they can’t go to a childcare facility. So some sick childcare is when a person will come to your house and take care of your child so you can do your work. Some hospitals also offer sick childcare, and companies are starting to partner with them so employees can take advantage of that benefit. And what employers have seen is that this benefit decreases absenteeism and boosts loyalty.”
There are also programs that companies are implementing to help mothers and fathers reassimilate to a career lifestyle, even years after a child is born.
For example, many mothers get back into their professional careers once their children reach school age. Programs, whether internal or through a third-party, can help mothers and fathers renter the workforce successfully after years of absence and create a path forward, explains Bodgas.
Creating a culture that supports working parents
Small changes can make a difference when creating a culture that welcomes working moms. Ashley Richardson-George wrote for AdWeek three ways a company can revise its culture to better support working parents:
- Change up the venue: Think of out-of-the-box ways to engage employees through networking and team-building events, such as skipping happy hour for another activity.
- Consider other times: Morning and mid-day events increase the likelihood of an employee attending, Richardson-George explains. If hosting an evening or after work hours event, consider providing childcare or plan activities that children can also participate in.
- Discuss the complexities of working moms: “There is still a lot of stigma in regard to being a working mom. There are people who feel working moms get special treatment,” Richardson-George writes. Creating a community for employees to ask questions, discuss topics, and support one another is a great way to encourage all employees to think of new ways of working together, she says.
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