Break the Bias: The realities of women in work and the motherhood penalty

Bias. How very current in today's political climate. This year's International Women's Day (IWD) Campaign is centred around #BreaktheBias. As human beings we all have biases, whether they are conscious or unconscious, they exist and influence our every day - in both our professional and personal worlds.

It is sad to say that even in the year 2022, systemic gender biases exist and are deeply embedded as 'normal' behaviors within society. Whether it's in the context of cultural / traditional settings or even within the workplace, it's a reality that women all over the world face in one form or another.

As the fight for gender equality continues, we must address some of the most common gender pitfalls that are deeply rooted in our cultures, so much so that they are so easily overlooked.

Here are two key examples of common biases that exist for women at work and some key actions we can all take to help break the bias.

The realities of women in work

Gender stereotyping in the workforce is real. It's present in the language we use and how women are perceived in the workplace. Unfortunately, it is also a significant issue obstructing the career progressions of many women in management.

In a male dominated industries, women have to talk louder, fight harder and work harder to earn the same attention that their male counterparts get given. Clear disparity in perception of leadership traits are often seen time and time again - enter prescriptive bias.

When a woman is decisive, she may be perceived as being "abrupt" or "abrasive" while a man will be praised for being "strong minded" "focused" or "determined". Women who naturally conform to gender traits such as being warm and caring are often not considered "strong enough" candidates for leadership roles. However those that have more (traditionally considered) "masculine" behaviors such as ambition and assertiveness are labeled "bxtchy", "bossy", "emotional" and "aggressive". These labels more often than not demotivate, demoralise and damage a woman's career aspiration by killing her self-confidence. What is said, how it is said and how things are perceived are common things women think (and over think) about before even participating in the discussion at hand. There is no debate - the inherent bias of gender roles and behaviors exists. Men and women are judged by different rules even when they are equally matched in competency.

How can we break the bias of gender stereotypes?

1. Driving positive workplace culture - embedding diversity, inclusiveness and gender equality into your business strategy. Providing employees with the appropriate bias training at all levels. Drive awareness of these biases. Recognise that unconscious biases can and do exist. The better informed we are the more we can hold constructive conversations around equality issues and remember to be inclusive. Include everyone when talking about these issues. Bring men into the conversation and let them be advocates and ambassadors of this change with women.
2. Calling out prejudice and labeling - both men and women have a responsibility to stamp out these biases as and when they appear. Don't be afraid to check yourself and your own assumptions. Reframe the problem and see it from a different perspective. For example, women who excel at soft skills can address the leadership skills gap.
3. Women must support women - there is enough room and light for us all to thrive in the workplace. We must champion each other's success and fix each other's crowns. Only then can we lead by example and only then can we really drive the change we want to see.

The 'Motherhood Penalty'

The Motherhood Penalty is a term used to describe the biological and cultural based bias faced by working mothers with regards to pay, perceived competence, and other benefits relative to women without children.

Just to be clear, choosing to have children is not punishment. Motherhood is not the problem here. It's the system in which we work and live in that is the problem. The one where women attempt to "have it all"; the children and the career. The system isn't built for us, therefore it's no surprise that it is not built for us to thrive at both. Women raising children do face a penalty in underemployment, slower career progression and lower lifetime earnings.

"Evidence from across the globe shows women’s earnings fall substantially after having a child in a way that is not experienced by men." - PwC Women in Work 2022 Index

COVID-19 amplified gender inequalities in unpaid childcare, and there is now country level evidence that this had a causal effect in pushing more women raising children out of the workforce than men with similar parental status. The pandemic saw the increased burden of unpaid childcare on mothers as schools and childcare facilities were forced to close. This caused incredible strains on families and have had severe impacts on mental health, which has had a knock on effect with women feeling burnt out. I mean, with the additional demands of homeschooling, your children being at home all the time, the lack of personal space, domestic duties tripling because more people are at home - and on top of that, you still want to perform in your role.

Make no mistake here, working mothers are a resilient group. They are known for the magic they bring home but this should also be celebrated at work. They are accustomed to juggling work responsibilities and meeting the demands of family life. They are serial multitaskers, have strong negotiation and problem-solving skills and not to mention are great motivators! However there is always some stigma attached to women with children in the workplace. Working mothers are often less likely to be hired, are paid less, considered less competent and have an inbuilt need to work harder just to prove they are just as capable as others on the team.

How can we break the bias of mothers in the workplace?

1. Affordable childcare - reducing women's burden of care, offering childcare subsidies or on-site childcare services. Prioritise benefits that will make a difference to your workforce as opposed to free drinks in the office. Let's start thinking about how we can make childcare more accessible and affordable.
2. Elevate your employee experience - learning the lessons from the pandemic: cementing the gains of flexible working. Build empathy into your culture and understand your employees in and outside of work so that you can really create an experience to help them thrive in the workplace. Involve your employees who are working mothers and know the challenges and issues they face first hand. Invite them to the table to encourage open, honest and raw feedback to help drive a better workplace culture and set them up for success.
3. Provide paid time off or sick leave?– when organisations don’t offer paid time off and a child gets sick, parents are forced to make a choice between their child’s health and their family’s economic security. Offering paid sick leave doesn’t just create happier, more productive employees, it safeguards children’s health and builds employee trust and loyalty.

We need allyship. Breaking gender bias is not 'just a woman thing'. It's a problem that affects us all. Each and everyone of us have a role to play regardless of which gender you identify with. We need men and women to come together and address the issue of gender inequality. "For anything to work, we have to work together." We all have a responsibility to drive change in our societies and culture, and break away from these deeply ingrained biases.

"Imagine a gender equal world. A world free of bias, stereotypes, and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated." - IWD 2022.

So, let me ask you... Will you show up for your mother, sisters, aunties, daughters, friends and anyone else you care for? Are you in??Will you actively call out gender bias, discrimination and stereotyping each and every time you see it? What role will you play as the battle continues to address gender inequality? How will you help?break the bias??