The rise of bias against working parents
What the research says and tactics to help
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What’s on our mind: The rise of bias against working parents
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“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 We still base a lot of our judgements on outdated gender stereotypes and expectations.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 manage to 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.
Photo by William Fortunato from Pexels
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)
Photo by Pavel Danilyuk from Pexels
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
Get your ducks in a row: If you have your own business or are in charge of policies, take time to review your current maternity, paternity, and family leave policies to ensure they align with your equity and inclusion goals. Check out the great work of Pregnant Then Screwed. It’s worth taking a look at your promotion processes to ensure no one is overlooked due to time off. You’ll likely increase your staff retention by doing so.
Adaptability is everything: The pandemic showed us that ‘WFH’ is possible in (almost) any workplace. If you can, offer flexible work arrangements such as remote working and flexible hours to accommodate a healthy work-life balance not just for parents but to suit all lifestyles. Your team will be appreciative.
Ask for a helping hand: It’s never a bad idea to ask the experts. Why not hire a third-party organisation to help you review your procedures? They can offer advice, or even actively recruit individuals who are returning to work after maternity or paternity leave. Hustle Crew has training specifically focused on tackling parental bias.
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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What do you mean (fictional queen) Erin Brockovich? She's still out there fighting polluters long after the case in the film. https://en.m.wikipedia.org/wiki/Erin_Brockovich#:~:text=Erin%20Brockovich%20(n%C3%A9e%20Pattee;%20born%20June%2022,%201960)%20is%20an