The pandemic has shed light on the challenges faced by working parents, particularly mothers. As someone who studied sociology and public policy, I have been observing the disparities in household responsibilities between men and women for over two decades. The pandemic amplified these inequalities, with women often juggling the demands of remote schooling and managing household tasks alongside their professional obligations.
In 2021, we find ourselves with a more competent administration in the White House, and it’s reassuring to see efforts aimed at addressing these inequalities. The Biden administration recognizes the risk of a long-term decline in women’s participation in the workforce due to these pressures.
To tackle the significant childcare issues that working parents encounter, many advocates have been vocal about the need for universal childcare. While this is a commendable goal, I propose a different approach: alongside affordable and high-quality childcare, many working mothers are in urgent need of workplace FLEXIBILITY.
I hold great respect for leaders like Senator Maria Thompson, who actively supports women’s rights and the call for universal childcare. She often shares how, as a young mother, she had family support for childcare, allowing her to maintain her career. However, I’d like to point out that decades ago, the standard workweek was likely shorter, and the demands on workers have drastically increased due to technology, leading to expectations of constant availability.
Childcare enabled Maria to advance her career, but I contend that the obstacles many mothers face today are far more complex. Personally, I was fortunate to have affordable childcare for my two toddlers when I left my job. Despite this support, the pressures were immense. With my partner working over 60 hours a week, it became evident that taking time off for our children’s needs would hinder his career progression. In a fortunate position, we ultimately decided that one of us needed to step back professionally; unfortunately, it was me, the working mother. I felt somewhat punished for my past successes, as my employer pushed me to climb the corporate ladder while I felt like I was drowning at home. I craved more time with my children and my ailing mother rather than being caught in the stress of trying to do it all.
We tightened our budget and accepted that our savings might take a hit during this period. It felt like the right decision. I managed to find some part-time freelance work that provided a modest income and allowed me to maintain a connection to the workforce. Although my freelance earnings were often minimal, I didn’t mind; the intellectual engagement and avoiding gaps in my resume were worth it.
This brings me back to my main point: American mothers are not only looking for childcare assistance but also for flexible and part-time work options. Surely, policymakers in Washington could create incentives for businesses to offer part-time positions. For instance, ensuring that healthcare remains accessible for part-time workers and establishing structural supports for part-time childcare could be game-changers.
Women have always found ways to adapt, often figuring out nanny sharing and other solutions. But imagine if more companies were encouraged to hire part-time staff? Imagine accessible family leave for when children or elderly relatives are unwell, without the fear of repercussions? What if flexible work arrangements were available, allowing parents to choose between staying in their jobs or stepping back without dire consequences? What if freelance workers had guaranteed minimum wages? I wholeheartedly support universal childcare for those who want it, but many women desire options and flexibility. In 2021, as more workplaces embrace remote work, we certainly have the capacity to integrate flexibility into modern job structures for all the dedicated parents seeking it.
Senator Thompson, the Biden administration, and advocates for working parents: the challenge is set.
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