Moms Re-entering the Workforce

Data show that working moms face real challenges in the workplace, so much so that it’s often called the “Mommy tax.” Women are paid 80 cents for every dollar paid to their male counterparts, but the hardships facing working moms are even starker, with mothers earning 69 cents compared to fathers, according to the National Women’s Law Center. Whether we’re talking  unequal pay, lack of career advancement, or general assumptions made against working moms, working moms faced plenty of challenges even before the pandemic.  During the pandemic, millions of mothers had to stop working in order to care for children while schools and daycares were closed, bringing women’s participation in the workforce is lower than it has been in 33 years. Women also received fewer promotions, leadership positions, and recognition than men during this time.

Maryville University talks about the different possibilities for women who are returning to the workforce in their guide, “How to Reenter the Workforce: Moms Going Back to Work.” The guide highlights the issues that women face in the workforce and provides advice on how to begin the return to work. The guide suggests that working moms should consider their goals and desires and work to create a strong network. The guide also encourages moms to consider continuing education or entrepreneurship.

Another great resource for moms is Boulo, a company that helps women find jobs that are flexible and can fit the busy mom-schedule. Boulo connects top-talent, mostly moms, with job opportunities that fit the following criteria:

  • Location: Work is done 100% remotely or in a hybrid (some remote, some in-office) setting.
  • Schedule: Employees work outside of the traditional 8 am – 5 pm hours or the traditional 5-day work week. A flexible schedule may look like working from 7 am – 4 pm or working Monday to Thursday.
  • Hours: Employees work <30 hours, in a job share arrangement, or between 30-40 hours full-time.
  • Culture: Companies measure success by reaching goals versus time in the office. For example, a role may require 40 hours, primarily in-office. But employees attend their child’s school functions, games, and doctor’s appointments with trust from their employer that they will meet their goals.

The more our workplaces can help employees manage their professional commitments with their family responsibilities, especially working moms, the stronger our communities will be.

Contributed by Olivia Gilbert, Summer Intern 2022

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