Bryony Gibson, director of Bryony Gibson Consulting, explains why flexibility in business is imperative to support the working mum.
In today’s dynamic workplace, the value of diverse perspectives is unquestionable. Yet, many employers overlook a vital and plentiful talent pool: mothers.
Despite their skills and experience, systemic barriers are often put in place to hinder women’s career progression post-maternity. Recent research by charity Pregnant Then Screwed reveals alarming trends:
74,000 women lose their jobs annually in the UK due to pregnancy or maternity leave – a 37% increase since 2016.
41% of single mothers request flexible working when returning to work, yet 2 in every 5 have their request denied.
Mothers working full-time are 2½ times more likely than fathers to seek flexible arrangements after having a baby.
The gender pay gap between mothers and fathers in the UK has widened since 2020, with mothers earning £4.44 less per hour in 2023.
These findings highlight a major problem in the modern workplace. The “motherhood penalty” not only affects women’s earnings and career trajectories, but it also leads to a loss of valuable talent for businesses and creates apprehension among women returning to work.
As a mother, returning to work after maternity leave was a positive step for me. Whether it was about rediscovering my professional self, enjoying a bit of grown-up conversation, or simply doing something for myself, wanting a career and being a good parent can (and do) go hand in hand.
The reality is that mothers often return to work with enhanced skills that are crucial in today’s fast-paced workplace. From off-the-chart time management and multitasking to emotional intelligence and problem solving under pressure, their capabilities add depth and strength to any team, and that is before you even consider their previous experience.
The good news is that there is a path forward. Companies that embrace flexible working arrangements – such as part-time roles, job sharing, and remote work – report higher employee retention, increased productivity, and a broader talent pool.
Take insurance giant Zurich, for example. After advertising all jobs as flexible by default, they saw a 16% rise in female hires and a significant boost in employee satisfaction.
Initiatives like the Family Friendly Workplaces program, founded in 2021, set out to embed supportive practices and policies in the workplace, encouraging environments where mothers can thrive professionally.
And the business case is clear. McKinsey research shows that companies in the top quartile for gender diversity on executive teams are 25% more likely to outperform on profitability. Inclusivity isn’t just a moral imperative, it’s a smart investment. Just like flexibility doesn’t lower standards, it raises them.
From a recruiter’s perspective, I believe that it is essential that we shift the narrative. Supporting working mothers isn’t merely a moral obligation, it’s a strategic business decision. By recognising and accommodating the challenges women face, businesses can harness a wealth of experience, dedication, and insight that is currently going relatively untapped.
In a job market where professional talent and experience are scarce, I don’t think businesses can afford to marginalise such a significant and highly skilled section of the workforce.
So my challenge is to employers. It’s time to move from good intentions to meaningful action. In a market where talent is everything, are you prepared to adapt or willing to risk falling behind?