As companies across industries and even the federal government begins to return to office (RTO), they face a conundrum that many are sounding an alarm about: without intentional support for working moms, they’ll face what I call a “mass mom exodus” where they’ll lose a significant portion of their workforce.
This exit will be primarily due to the loss of flexibility that many mothers gained during the pandemic years, when they were better able to balance their household, children, and workload. After all, it’s much easier to quickly pop out of your house to drop off your kids at school in the morning and then come right back to your home office – no one-hour commute necessary. The rate of women in the workplace who have kids under 5 is the highest it’s ever been, largely thanks to work-from-home flexibility during the pandemic.
The fallout may be significant: Research reveals that 38 percent of working mothers have said they would consider leaving their jobs if that flexibility were removed. Furthermore, a survey of Amazon employees showed that 73 percent of employees, many of whom are parents, are considering job changes due to RTO mandates.
For companies, the message should be loud and clear: supporting working moms isn’t just an ethical choice; it’s essential for talent retention and long-term productivity.
Providing flexibility, family-centered benefits, and career advancement support to working mothers can go a long way in building an inclusive and resilient workplace.
Why – and most importantly, how – should corporations step up?
#1 Parents Are on the Edge
The U.S. Surgeon General recently reported that nearly half of all parents are overwhelmed by stress. This statistic isn’t surprising; working moms face an unyielding list of responsibilities that span household management, childcare, and their careers. Women still carry out a disproportionate amount of unpaid labor at home, even as they strive for career success. Without adequate support, stress mounts, pushing many mothers toward burnout, disengagement, or even an exit from the workforce.
With flexible, supportive structures in place, corporations have the chance to prevent “mom quiet quitting” or a mass exodus of highly skilled talent. Offering a combination of flexibility, family-centered benefits, and career advancement support can empower working moms to thrive in their roles, benefitting both employees and organizations.
#2 Flexibility At A Minimum
Flexibility is the most crucial factor for working moms balancing a career and home life. For many, flexibility isn’t a “perk” but a necessity. Without it, they risk being unable to meet the demands of both worlds.
Flexibility can take many forms, including remote work options, adaptable schedules, and flexible hours. A recent study by Catalyst found that flexible work arrangements led to a 30% increase in job satisfaction among working parents, resulting in improved retention rates and reduced absenteeism.
Implement policies that offer structured flexibility. This includes setting core hours for meetings while allowing flexibility in other areas. Encourage managers to discuss flexible options with employees regularly, making it clear that flexibility can adapt to changing family dynamics.
#3 Supporting the Whole Family
“Family first” benefits can provide the direct support working mothers need. These benefits extend beyond traditional perks to offer genuine support in managing family responsibilities. Family-based benefits could include on-site childcare, childcare credits, access to family-assistance services, or technology that helps parents coordinate and manage household tasks.
The example set by companies like Patagonia and Microsoft shows the impact these benefits can have. Patagonia’s subsidized childcare program, for example, has contributed to a 100% retention rate for new mothers. Microsoft provides backup care and extended family leave, addressing the diverse needs of working families. By integrating such benefits, companies convey that they genuinely care about the well-being of their employees’ families, which strengthens loyalty and reduces turnover.
Follow the lead of many other companies and consider partnering with childcare providers, family-support services, or tools like Bright Horizons or Care.com to offer discounts or subsidies. By providing a network of resources and support, companies can alleviate some of the pressure on working moms, helping them stay engaged and productive at work.
It could even include pre- and postpartum benefits portals, such as Mahmee.com, that provide wraparound care from lactation consultants and doulas for pregnant and nursing mothers.
#4 Supporting Mental Health and Well-being: Caring for the Caregivers
Working moms are stretched thin, leading to burnout, anxiety, and depression. Companies that address mental health systematically are more likely to retain these employees. Mental health support for working parents could include offering access to counseling, providing mental health days, or subsidizing memberships to wellness platforms.
Establish dedicated mental health support channels for working parents, such as parent-specific support groups, webinars on managing work-life boundaries, and tailored wellness resources. Empower managers to regularly check in with team members, promoting a culture of empathy and care.
#5 Building a Culture of Working Parent Inclusivity
Beyond policies and benefits, fostering a culture of empathy and inclusivity for working mothers and fathers is crucial. Managers and leaders must recognize the unique challenges faced by working mothers and provide them with active support.
An empathetic culture encourages managers to be understanding and flexible, thereby reducing the stigma associated with discussing family-related needs. Companies like Salesforce have a parent-friendly support network and employee resource groups to promote connection and understanding among working parents, offering a model for organizations aiming to build empathy into their culture.
Establish a “working parent” or “working mom” employee resource group (ERG) to foster group support and help with company policies. This forum can be a powerful space for moms to share their experiences and advocate for changes that benefit their unique needs.
By implementing family-centered benefits, home management tools, career advancement support, mental health resources, and flexibility, companies can likely expect to see significant improvements in employee retention, engagement, and productivity. Working moms who feel supported are more likely to remain with the company, deliver their best work, and contribute positively to the corporate culture.
Investing in working moms ultimately benefits everyone.
