Closing the Gender Employment Gap

Did you know that mothers in Germany receive a 60% wage penalty compared to fathers after the birth of their child? They either choose to work fewer hours, take lower-paid but more child-friendly jobs, or do not return to the workforce at all. I was shocked when I saw the statistics. Although the research from the Economist was conducted several years ago, COVID likely has only exacerbated the situation.

How to close this wage penalty is a complex issue, triggered by structural and societal challenges, as much as government and corporate policies and decision-making.

Some countries still do not offer paid parental leave, which puts a significant financial burden on families. In other countries, such as Germany, tax conditions often favor a full-time and single-earner model, which can discourage women from reentering the workforce.

Another major structural hurdle is the limited access to reliable and affordable childcare. A study conducted in 2020 highlighted that 80% of children under the age of 3 are cared for by a parent in Germany instead of receiving formal childcare.

Societal expectations also hold mothers back, such as criticism from those around them when they decide to return to work early. The German term “Rabenmutter” stands for the idea that women who prioritize work are bad mothers. Mothers are traditionally considered the primary caretakers. Hence, they are often still the ones called by the school when a child is sick - and not the fathers.

We have to find creative solutions and join forces with the government and social partners to initiate a change in society. Many companies are doing their part, putting in place effective solutions to help close the gender employment gap and support parents after their parental leave.

At 拜耳 , an equal number of mothers and fathers took advantage of parental leave last year. I hope to see this trend continue. Employees need to be supported before and after parental leave through robust transition planning and reboarding programs. Companies should provide childcare or “kindergarten” solutions wherever possible – even on-site, as we do at our larger Bayer sites. We have also introduced more flexible part-time and job-sharing models which have proven to be helpful for primary child caretakers returning to work. A comprehensive talent management and development program is needed to ensure that parents who take time off for their families can continue to develop within a company.

All of these examples are small building blocks to lower thresholds for formal childcare, realize the full potential of mothers, and increase the reconciliation of family and working life.

Besides the contribution of companies, the policy framework is just as important. And ultimately, society as a whole has to be more supportive of working mothers and fathers in daily interactions so that hopefully soon, the Child Penalty is no longer a penalty but a reward for everyone.

What was your experience? What has helped you return to work after your parental leave?