Businesses are being urged to tackle the ‘motherhood penalty,’ which negatively impacts working mothers’ salaries and career prospects. In 2024, FDM Group provides guidance to address this issue within organisations.
- The ‘motherhood penalty’ is a systematic disadvantage faced by working mothers, contributing to the gender pay gap.
- FDM Group advises implementing inclusive policies and flexible work arrangements to counter these biases.
- Mentoring programmes and childcare support can further assist mothers in balancing work and family responsibilities.
- Salary transparency and anti-bias training are essential measures to promote equity and inclusion in the workplace.
The ‘motherhood penalty’ refers to the systematic disadvantage that working mothers face in their careers. This manifests in various ways, including lower salaries and stunted career prospects, and contributes significantly to the persistent gender pay gap. To combat this, organisations are encouraged to adopt strategies that address these biases directly.
FDM Group, a global business and tech consultancy, highlights the importance of implementing inclusive policies. These policies should ensure parental leave is thorough and secure, reducing stress for employees and demonstrating a commitment to their diverse needs. Such a strategy shows a company’s dedication to supporting their workforce equitably.
Flexible work arrangements are another critical recommendation. While not feasible for all, if implemented, these practices can be particularly beneficial for new mothers. Flexible working enables parents to manage their professional and caregiving responsibilities more effectively, allowing them to contribute fully to both.
Mentoring programmes are also suggested to provide guidance and support, particularly for women and mothers. These programmes connect mothers with experienced mentors who can offer advice, share experiences, and advocate internally, helping them overcome workplace discrimination and biases.
Furthermore, organisations can support working mothers by providing or facilitating access to childcare. This may involve on-site childcare facilities or simply offering information on local childcare options and subsidies. Affordable childcare is crucial for mothers to maintain their professional activities without compromising their child’s welfare.
Finally, salary transparency is imperative. Ensuring that pay structures are transparent helps eliminate gender-based wage disparities. Regular assessments of wage data and open publication of these findings can ensure fair compensation, particularly for mothers. This transparency is sometimes a statutory requirement and contributes to fostering trust within the organisation.
Ongoing anti-bias training is also vital. By sensitising employees and management to the challenges faced by working parents, organisations promote equal treatment and opportunities for career growth, helping to dismantle entrenched biases.
Addressing the ‘motherhood penalty’ through targeted policies promotes a diverse, inclusive, and innovative workforce.
