The rise of bias against working parents
In this week’s email
“I don’t need pity, I need a paycheck.”
- Julia Roberts as Erin Brockovich
As a society, and especially through mainstream media we consume, we’re fed the idea that becoming a parent is one of the greatest gifts life has to offer. We still base a lot of our judgements on outdated gender stereotypes and expectations. For example, if you don’t reach parenthood by a certain age in many cultures, you might be considered a failure. Especially if you’re a woman. Even in 2024.
Yet as soon as people become parents their role in the workforce changes. They are often no longer seen as career go-getters but as risk hires with a lot of baggage: both mothers and fathers face this challenge. This is known as bias against working parents and it’s still as much of a problem as it was for Erin Brockovich who many of us came to know in the film where Julia Roberts acted out her story.
The “motherhood penalty”
Of course, like many prejudices in the workplace, this bias has a particular leaning against women. Shocking, we know. You’re aware of the gender pay gap, and you know about the glass ceiling, but have you heard of the “motherhood penalty”?
Harvard Business Review defines the “motherhood penalty” as ‘the systematic disadvantage that mothers face in the workplace, leading to lower wages and decreased career opportunities compared to their male counterparts or individuals without children.’
Put simply, the minute that women become mothers, they are instantly viewed as being less committed to their careers, leading to fewer opportunities for progression and the widening of the already gloomy gender pay gap. Just look at the stats:? ‘the average hourly salary of mothers in the UK is only 72% of that earned by fathers, recent data has revealed.’ (FDM )
How can we reduce the bias against parents?
As an employer, it is your duty to recognise that it is indeed possible for an individual to be both a good parent and a good employee. As Forbes says, ‘the message that work and family are compatible must come from the highest levels of organizations and government.’
Actionable tactics
You’re not expected to eliminate the “motherhood penalty” or any bias against working parents overnight. As long as you are acknowledging the issue and making steps towards levelling the playing field, you’re on the right track.
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