Many young women feel they must choose between pursuing a career and having children. While support is (slowly) growing for paid family leave and employer-supported day care, only a few role models exist of women in senior leadership roles who are also new mothers. Some recent examples provide inspiration for both women and men. Charlotte Graham-McLay of the New York Times reports that Prime Minister Jacinda Arden of New Zealand recently became only the second world leader to give birth while in office (Benazir Bhutto of Pakistan was the first in 1990). While Prime Minister Arden acknowledged that she is privileged to have a partner who will be a stay-at-home parent, she also speaks openly about how her dual responsibilities as a leader and a parent still require a balancing act. “And there is guilt behind every door,” she explains. Her hope is that one day women will be able to feel satisfied with making choices and doing the best they can in both the workplace and the family without guilt. Prime Minister Arden notes that seeing women who are both leaders and new parents is still unusual, but she predicts that one day this situation will become normal. In fact, in the New Zealand Parliament, at least five lawmakers returned to work after the most recent elections as parents of babies under a year old. In the United States, Senator Tammy Duckworth became the first senator to deliver a baby while in office in April 2018, forcing changes in senate rules that previously did not allow children in the senate chamber. Another example of a new mother forging pathways is Rebecca Slaughter, a newly appointed Federal Trade Commission (FTC) commissioner—one of the nation’s top business regulators in Washington, DC. Cecilia Kang of the New York Times reports that Slaughter, who gave birth to her third child on the day of her nomination to the FTC, brings her nursing baby to work. Slaughter shares that while she is tired, she cares deeply about her career and her family and it feels worth it to navigate the two. None of the senior leaders in these examples say that having a new baby and a career is easy, but they stress that certain adaptations can help, like cutting back on business travel and evening networking events. Kang reports that the male colleagues of Slaughter say that her decision to continue working with the baby helps all working parents. What has worked for you? Photo by Sai De Silva on Unsplash]]>
We have heard a lot in recent months about sexual harassment and gender discrimination in the workplace, thanks to the #MeToo movement. But one form of gender discrimination we don’t hear a lot about is the deeply ingrained antimotherhood bias that takes a heavy toll on women’s pay and careers. Antimotherhood bias includes bias and discrimination against pregnant women, as reported by Natalie Kitroeff and Jessica Silver-Greenberg of the New York Times, who share a range of painful stories of women being fired or demoted for being pregnant. It also includes bias and discrimination against women once they have children, which is often casual, open, and unapologetic, according to Katherine Goldstein of the New York Times, even though this discriminations is illegal. This systemic bias is found in large corporations, such as Merck and Walmart, government organizations, and small businesses. Claire Cain Miller writes that antimother bias may account for most of the stubborn gender pay gap. Miller, Goldstein, Kitroeff, and Silver-Greenberg note these recent findings:
- Research regularly shows that mothers are routinely viewed as less competent and committed to their jobs, even by other women, despite evidence to the contrary. This bias can result in women being bypassed for promotions, high visibility assignments, and bonuses when they have a child.
- A study published in the American Journal of Sociology found that in instances where job candidates were equal in every other way, being a mother reduced the chance that a candidate would be offered the job by 37 percentage points. The recommended salary for mothers who were offered the job was $11,000 less on average than for childless female candidates. This hiring bias does not affect fathers at all. In fact, fathers tend to make more money than their childless male counterparts.
- Couples today tend to have similar incomes at the beginning of their careers until their first child is born. Immediately after the first birth, the pay gap between spouses doubles, entirely driven by a drop in the mother’s pay, while men’s wages keep rising.
- When women have their first child between the ages of 25 and 35, their pay never recovers, relative to that of their husbands. This is less true if the first child is born before 25 or after 35 because the woman’s career either has not yet gotten started before 25 or is already established by the time she is in her late 30s.
- Each child chops 4 percent off a woman’s hourly wage, according to a study conducted in 2014 by the University of Massachusetts at Amherst, and the pay gap grows larger for each additional child born.
- Even in families in which both parents work full time, women spend almost double the time on housework and childcare. This often means that women work fewer hours, are paid proportionately less, and become less likely to get promotions or raises.
- Programs to help women reenter the workforce
- Flexibility in when and where work gets done
- Subsidized childcare
- Time off for men after children are born so they can spend more time on childcare
Many industries in the United States are engaged in a fierce competition for talent. Because millennials value paid parental leave for both fathers and mothers more so than did previous generations, Ronald Alsop of the New York Times explains that “an arms race to provide the best parental leave benefits for fathers as well as mothers” has begun in the United States. The United States remains the only developed country that does not require paid parental leave. This combination of competition for talent and pressure from millennials is gradually increasing the number of organizations, including technology, financial services, and state and local governments, offering this benefit to both parents, and increasing the length of time being offered—from six weeks to as long as twenty weeks in some cases. A recent study by Ernst & Young (EY) of 9,700 people for its global generational survey found that 83 percent of American millennials said they would be more likely to join a company offering such benefits. EY reports that “employees who receive paternity leave are far more engaged and trusting of the organization because they can live a full life.” The EY study also details benefits to spouses when fathers take paternity leave. Not surprisingly, spouses whose partners take paternity leave are able to focus on their careers, reduce their stress levels, and catch up on their work more easily after returning from their own leave. While millennials are demanding paid parental leave benefits, paternity leave itself is still relatively underutilized in the United States. While it has technically been available to fathers for some time, most men in the United States will not take paternity leave even when it is offered. A Boston College study found that, while nearly all men feel their employer should offer paternity leave, 86 percent said they would not use it because they fear the loss of income or retaliation that would damage their careers. It seems that millennials are leading an important shift in our culture, but organizations will need to be intentional about changing their cultures to support and encourage both fathers and mothers to take parental leave. Senior men and women will have to be role models and ensure that both men and women can take parental leave without damaging their careers. Millennials are making their mark on our societal culture, and it is a welcome one. Photo by Rodrigo Castro, CC BY 2.0. ]]>
Journal of Applied Social Psychology, show that the more satisfied a woman is with her employment, or with having a career, the more harshly she is judged by society as a “bad mother.” The underlying assumption of this stereotype seems to be that children will be stunted in their development, or otherwise harmed, if their mother is not home when they are young. Many women report feeling guilty about working when they have children at home, even when they have no choice, because of this stereotype and the societal pressure it represents. A new study by Kathleen McGinn of Harvard busts a big hole in this myth of the good mother. McGinn polled 50,000 adults in 25 nations and found that “women with working mothers earned more and had more powerful jobs than adult daughters whose mothers stayed home when their children were young.” She found that in the United States, “women with working mothers earned 23 percent more than women whose mothers did not work” outside of the home. The good news, then, is that rather than harming their children, working mothers are providing a positive role model to their daughters. Working mothers can also be positive role models for sons, though in a different way. While McGinn’s research showed that having a working mother did not have an impact on men’s earnings, men in the United States who had working mothers “spent almost twice as much time on family and child-care tasks as those from more traditional families.” These men are providing positive role models to both sons and daughters about being equitable partners in the home. This is all good news!]]>