for Organizations
Why do we specialize in mothers?
Organizations committed to keeping women on their career paths can make a significant impact on their bottom line. Research clearly demonstrates that motherhood is the primary factor in workplace gender inequality. Giving strategic attention on mothers and the often invisible challenges they navigate can help your organization accomplish goals to gender equity and advancement.
Addressing the Overlooked Barrier
Motherhood remains a significant barrier to gender equality in the workplace, yet it is often overlooked. While we recognize the glass ceiling, we must also address the broken rung on the career ladder where many women, especially mothers, struggle to advance. This gap directly impacts pay equity and representation in leadership roles.
Empowering Mothers in the Workforce
With 71.2% of mothers in the U.S. labor force, organizations must acknowledge their unique challenges. Many mothers face obstacles such as limited career progression and unconscious bias, especially during critical moments like promotions. It’s crucial for companies to implement targeted programs that support mothers’ continuous entry and advancement.
Bridging the Motherhood Penalty: Tools for Organizations to Support Women’s Career Advancement
Research shows that the promotion rates for women drop significantly after they become mothers. While men maintain their career momentum, women often experience a “Motherhood Penalty,” taking years to regain their trajectory. Addressing this issue is essential for organizations striving for diversity and equity.
To combat these disparities, Back to Work provides organizations with tools and workshops focused on recruiting, retaining, and advancing women, particularly mothers. By fostering a supportive culture, companies can enhance their talent pool and strengthen their overall performance.
