What is the motherhood penalty? The truth about its impact today

Alongside having policies in place for things such as maternity pay, as a small business owner you’ll also need to consider the motherhood penalty and how it may impact your team.

Let’s take a look at exactly what the motherhood penalty is, how it impacts pay and progression and, most importantly, how you can take steps to solve it within your organisation.

What is the motherhood penalty?

The motherhood penalty is a reference to the price that mothers pay in order to have children and remain in the workplace.

Studies show that women who choose to have children face lower wages and decreased progression opportunities when compared to their male counterparts or colleagues without children.

Despite major progress in rights for women in the workplace, data from the University of Kent shows that the motherhood penalty is now even greater than it was 40 years ago, with the median hourly wage for mothers 72% of that of fathers.

Workplace bias, structural and organisational challenges, and individual perceptions are all thought to play a role in putting women with children at a disadvantage in the workplace.

What contributes to the motherhood penalty?

So what exactly contributes to the motherhood penalty, and why is it still so prevalent in workplaces?

Stereotypes

Societal and gender stereotypes play a huge role in perpetuating the motherhood penalty. The idea that women are naturally caregivers and therefore more committed to their children than their careers can be a huge hurdle for women in the workplace, especially during the hiring and promotion process.

Career breaks

Many women have to take a career break when they choose to have children. In the UK, employees are eligible to take up to 52 weeks of paid maternity leave, meaning women could be out of the workplace for up to a year.

And of course, many mothers feel they are unable to return to the workplace altogether after having children. Data shows that, while 92.1% of fathers with dependent children were employed in spring 2021, only 75.6% of mothers were in work.

Even if this departure from the workforce is temporary, finding employment post-career break can be difficult, and many women find they have to take more junior roles than their skills and experience would usually result in. Research shows that the number of female managers drops by 32% after having children.

Flexibility needs

Post-pandemic, the idea of flexible working has become commonplace, but many mothers have been looking for part-time and flexible options that they can fit around childcare for decades.

These part-time and flexible roles are often less senior roles that come with a lower wage.

One study of new parents in STEM (science, technology, engineering, and maths) roles found that, while almost half of women who have children (43%) chose to either switch to part-time or leave work altogether when they have a baby, only 23% of men do the same.

For many mothers, a full-time, office-based job with traditional nine to five working hours is simply not possible.

What does the motherhood penalty impact?

The motherhood penalty can impact a variety of things for mothers in the workplace, including:

• Pay/salary
• Promotion opportunities
• The ability to work on, or get chosen for, big and often time-consuming projects
• Getting hired for a new role either within the same company or with a new organisation

How to solve the motherhood penalty

While the motherhood penalty highlights a larger problem in wider society, there are steps you can take within your organisation to ensure that employees who choose to have children do not face diminished career opportunities.

Introduce inclusive policies

There are various inclusive policies that you can introduce to help combat the motherhood penalty. These include a solid and concise maternity and paternity leave policy, childcare support via a salary sacrifice scheme, and an equal pay policy.

Offer flexible working

Introducing a flexible working policy can go a huge way towards helping mothers balance their jobs with their children. Work from home, flexible hours, and four-day weeks are all flexible policies you can consider to help all your staff – not just mothers – create a better work-life balance.

Undertaking regular salary reviews is a great way to monitor any pay gaps within your organisation, while also evaluating an employee’s skills and contribution to the company to ensure they are being paid accordingly.

Mandate staff training

Anti-bias training could be something to consider if you feel your teams need to better understand the motherhood penalty. This is particularly useful for senior management and those involved in the hiring process to ensure unconscious bias is not clouding judgement. Give your staff the opportunity to understand the challenges working mothers face in 2024.

Encourage mentorships

Setting up a mentorship scheme within your organisation can be a great way for employees, especially mothers, to learn from others who have a shared experience. A mentor can offer valuable insights and tips, as well as act as an advocate for other mothers within the business.

Have KIT days

You can also set up KIT (keep in touch) days for those on maternity leave, so they stay updated on company updates and keep communication lines open with their peers, helping them to avoid falling too far out of the loop, and ensuring they feel they still have a place at the company regardless of the long-term absence.

Keep evaluating your policies

The needs of your employees will always be changing, and it’s important to remember that what works at one time may not work well forever. Be sure to keep evaluating and assessing how well any policies you implement are working.

Ensure you are open to feedback from staff and create designated time for employees to be clear about what support they need to complete their jobs and excel within your organisation.

Final thoughts

The motherhood penalty can have a huge impact on mothers in the workplace, impacting aspects such as their earning potential and career prospects.

While in 2024 many companies acknowledge the motherhood penalty, it’s important as a small business owner to ensure that you are providing an environment that supports working mothers and allows them to thrive.

Remember, society and the needs of your employees are constantly changing, which means your policies and support systems should be too.

Lucy Nixon - content writer

With 10 years experience in the digital marketing industry, Lucy is a content writer specialising in ecommerce, website building and all things small business. Her passion is breaking down tricky topics into digestible and engaging content for readers. She's also committed to uncovering the best platforms, tools, and strategies, researching meticulously to providing hand-on tips and advice.