Welcome Back, Moms
Mothers continue to face challenges in finding flexible work and in re-entering the workforce after multi-year absences to raise children. Yet many companies are slowly implementing more parent-friendly policies to attract mothers, especially in industries where there’s a demand for flexible, professional talent.
The Bureau of Labor Statistics reports that in 2015, roughly 70 percent of mothers were participating in the labor force in some fashion. Allison Robinson, CEO of The Mom Project, an organization that helps connect mothers with employers in need of experienced professionals, says many highly skilled mothers leave their jobs after having children due to the sacrifices of managing parenthood and a full-time career. Robinson says more experienced mothers would keep working if they had flexible opportunities that allowed them to balance work with parenting.
While many employers are embracing more generous paid leave policies, others actively are seeking mothers as a source of talent. Multiple industries such as tech, marketing, and advanced manufacturing are struggling to find skilled contract workers for part-time or short-term commitments. Robinson says The Mom Project has placed hundreds of mothers in professional positions and says there’s a growing demand for flexible, professional workers. “From an economic standpoint, I think companies can benefit to represent this large and important demographic as part of their workforce,” Robinson says.
The Mom Projects Maternityship program helps companies cover the staffing gaps created by parental leaves of absence while also offering mothers a bridge back into the workforce. Robinson says while some companies want to create environments to attract mothers, many need help finding the right mix of benefits and systems that work.
Mothers aiming to re-enter the workforce after a multi-year absence should increase their “professional relevance” leading up to a job search, Robinson says. This could include educating themselves on new software solutions or technologies and filling the gap in their resume with freelance work. Robinson says they should “go digital” by freshening up their LinkedIn profile and participating in professional conversations online. “Getting back in the game, building your confidence, and showing you’re back in the market will make it much easier for you as you’re interviewing,” Robinson says.
Jessica Holbrook Hernandez, President and CEO of Great Resumes Fast, says mothers can enhance their experience through classes, certifications, or involvement with a volunteer organization. In addition, she says mothers should address their leave from the workforce in their cover letter and in a resume job title such as “household manager” or “caregiver.”
“I advise my clients not to undervalue the work they do while raising a family and caring for young children. Moms do more than they give themselves credit for and much of that translates well in the workforce,” Hernandez says.
Robinson says while employers’ commitment to work-life balance is at an “all-time high,” many organizations and employees are challenged with balancing leave with responsibility. Mothers often fear taking too much leave could put their jobs at risk, while smaller businesses can find it financially difficult to offer generous paid leave.
Childcare is another issue. According to the Economic Policy Institute, the average cost of childcare in the United States is nearly $800 per month per child. More employers are starting to offer subsidies to help cover the cost of care, and can make a $5,000 contribution to the cost of care for each employee’s child without the sum being added to the employee’s taxable income.
Some companies, such as Clif Bar and Patagonia, are even offering on-site care in their own facilities. A recent study by the Journal of Managerial Psychology found that employee performance was higher and absenteeism was lower among employees that used on-site childcare than employees using an off-site center, or who had no children. Robinson says Patagonia has a 100 percent retention of mother employees as a result of its care center.
“Certainly, not every company is going to have on-site childcare, but it plays a really important part for helping families integrate their work and family,” Robinson says.
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