The Overlooked Aspect of the #TimesUp and #MeToo Movement

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As we dive into 2018, I find myself filled with hope. Movements like #MeToo, #TimesUp, and #5050by2020 have captured national attention, compelling society to confront the pervasive issue of gender inequality across various sectors. The most recent initiative, #TimesUp, stands out with its comprehensive action plan aimed at addressing the “power imbalance” in the entertainment industry.

This dialogue has been long overdue. The visibility this conversation has received in the media over recent weeks and months is encouraging. However, there is a critical component that remains conspicuously absent from this discussion: motherhood.

To genuinely tackle gender inequality, we must address the Motherhood Penalty. The challenges women face in the workplace—such as lower wages, a lack of mentorship, and fewer advancement opportunities—are compounded when they become mothers. The Kauffman Foundation reports that while raising a family can escalate expenses, a woman’s earnings diminish with each child. Additionally, mothers are 79 percent less likely to be hired and 50 percent less likely to receive promotions.

As we discuss the barriers that hinder women’s progress at work, we cannot overlook the penalties that most working women will encounter during their careers. The latest Women in the Workplace study revealed that only 2 percent of women intended to leave their jobs for family reasons. However, as highlighted in Sheryl Sandberg’s Lean In, the actual dropout rate is much more alarming: 43 percent.

Although many millennial women do not plan to exit the workforce upon becoming mothers, many still do. To achieve #5050by2020 in Hollywood or to create a Congress that better reflects the general population, we must ensure that mothers aren’t forced to struggle even harder for fair pay and promotions.

Creating Supportive Work Environments

In addition to training on harassment and unconscious bias, organizations must cultivate environments that support motherhood. Here’s what an equitable workplace could entail:

1. Robust Paid Parental Leave: Currently, only 14 percent of employees have access to paid leave.
2. Childcare Support: In 33 states, childcare costs exceed those of college tuition.
3. Reintegration Support for Moms: The high dropout rate among mothers often stems from feeling undervalued upon returning to work.

Does your organization measure up? A great example is EcoEarth Co., which boasts a 100% retention rate for mothers and has about 50% of its leadership positions filled by women.

However, achieving equality goes beyond merely changing policies or adding a few weeks of parental leave (though that’s an excellent starting point). It’s crucial to equip women—especially new moms—with the resources and support they need to pursue their professional objectives. Improving the experience of new mothers is vital to keeping them on track and off the “mommy track.” Any changes organizations implement should consider these three factors:

• Individualized Return Plans: Each mother’s transition back to work is unique. Companies need to train managers to understand that new mothers may require time to readjust. It’s essential to avoid underestimating their capabilities by assigning them fewer responsibilities.
• Flexibility is Key: If a new mother needs to leave early for daycare, it doesn’t reflect a lack of commitment. Remember that women often bear the brunt of household responsibilities, a phenomenon known as the second shift. Providing flexibility—whether through adjusted hours or remote work options—can keep mothers engaged and satisfied.
• Support Networks Are Crucial: While many stay-at-home moms connect through local classes, working moms often lack similar opportunities due to their busy schedules. By establishing a professional group for mothers within the workplace, companies can show their support for employees trying to balance their careers and new parenting roles.

If organizations are serious about correcting power imbalances, they must consider strategies to keep new mothers engaged and on track for career advancement. It’s time to put an end to the motherhood penalty and the “mommy track.”

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In conclusion, addressing the Motherhood Penalty is essential for achieving true gender equality in the workplace. Companies must actively work to support working mothers to ensure they can thrive professionally while managing their family responsibilities.