Lizbet had been a stay-at-home mom for the past five years, ever since her youngest was born. Now that her children were all in school, she decided it was time to return to work. She had been an accountant before she took her maternity leave, and she was confident she could pick up where she left off.
But when Lizbet went to update her resume, she realized just how much the workplace had changed in the five years she had been away. Technology had advanced, and there were new accounting software programs she didn’t even know existed. She also found that many of the skills she once had were now outdated.
Feeling disoriented and out-of-date, Lizbet wasn’t sure if she was ready to go back to work. She worried that her lack of knowledge and skills would hold her back from being successful. Lizbet is far from alone.
Parents who have been out of work for an extended period due to child rearing often feel the same when they decide to return to work. Despite 57 percent of moms saying they missed being at their job while taking time to rear children and were excited to return, it can be particularly daunting for those who have been out for several years, as the workplace may differ vastly from what it was before their hiatus.
While most working moms feel the ideal amount of time for maternity leave would be between four and eight months, even in that time, current technologies and skills are rapidly evolving, and taking time away from a career can lead to feeling left behind or “out-of-date.’’ Added to this stress is the worry about how their employer will view their maternity leave or “taking time off.”
And perhaps they are right to.
The Wage Gap Widens
Evidence suggests that wage gaps widen after childbirth due to more women taking up part-time jobs such as childcare or other roles related to family responsibilities rather than full-time positions, which are likely to be higher-paying. Consequently, this perpetuates inequality between men and women in the labor market and decreases opportunities available for female workers.
Women are the backbone of any workforce, and supporting them to return to the workplace after taking a break is critical for employers of choice. Companies that offer maternity leave entitlements, flexible working arrangements, and public service investment in childcare demonstrate their commitment to supporting women who need time away from work to fulfill their family commitments. These policies make it much easier for women returning to employment and show how much an employer values its female employees by offering them the support they need.
Employers must recognize these issues and take appropriate measures to ensure motherhood does not become a barrier to re-entering the workforce after a break due to raising children or any other reason.
As further enticement, employers who support women returning to the workforce stand apart from their peers in today’s competitive job market. Not only does this provide an excellent example of a company’s commitment to gender equality, but it also demonstrates they are committed to providing employees with a safe and supportive work environment.
The following policies should be implemented to make it easier for women (and men) who want to return to employment after taking some time off from their careers:
- Maternity leave entitlements
- Flexible working arrangements
- Public service investment in childcare
If these policies are implemented, only then will employees access better job opportunities without being held back by outdated gender stereotypes or norms associated with parenthood. In fact, Top Employers Institute educates and certifies companies that create hurdle-free re-entry plans for women (and parents) who step away from the workforce to care for the family.
How Top Employers Show Support
Global businesses are being certified by the Top Employers Institute for their innovative and supportive approaches toward working mothers. A growing number of our certified Top Employers have introduced flexible hours, extended leave allowances, and tailor-made reintegration programs—all of which provide much-needed relief to parents preoccupied with family life alongside career aspirations.
Employee Assistance Programs Are Key
A survey of 2,000 employed moms revealed that six in 10 returned to work within four months or less of their child being born, with two-thirds saying they returned within two months after childbirth. While many women found it relatively easy to return to their jobs (55 percent), 35 percent admitted it was hard to regain footing after being away.
I’m confident many parents can relate to the inner turmoil of wanting to provide for their family while finding it difficult to sacrifice quality time with them. For this reason, I believe one of the most valuable benefits an employer can provide to parents returning to work is an established EAP (Employee Assistance Program) to support them with therapists, counselors, or other supplemental assets. Promoting strong mental health for this unique season of life will prove beneficial for both parties in the long run.
Furthermore, discussing flexible scheduling options and parental leave policies with employers should not be underestimated. Setting expectations on both sides helps ensure everyone is on the same page and reduces potential conflict or stress. As difficult as it may seem, taking proactive steps will pay off in the long run.
It is also helpful for parents returning to work to find a mentor who has been in their position before, as they may have helpful advice or insights into navigating work-life balance while being an involved parent. As an alternative or supplemental support, joining online forums or connecting with others in similar situations can provide emotional encouragement and practical advice for working parents.
When employers commit themselves to creating an environment conducive to raising families and balancing life goals with professional growth, they become an employer of choice among prospective candidates—inviting increased levels of excellence, innovation, and productivity into the workplace.
