As a mum, you’ll likely already be well aware of the financial burden of childcare in the UK. It’s no secret that childcare costs in this country are among the highest in the world, and the problem is only getting worse. In fact, according to a recent study by the Family and Childcare Trust, the average cost of childcare has risen by 3% in the past year alone. For many families, this means that the cost of childcare is simply unaffordable.
The Motherhood Penalty and Its Impact on Women in the Workplace
The cost of childcare isn’t just a financial issue, however. It’s also a major contributor to what’s known as the “motherhood penalty”, the term used to describe the way that motherhood can negatively impact a woman’s career progression and earning potential.
According to a report by the campaign group Pregnant then Screwed, almost half of working mothers have experienced discrimination in the workplace, and 11% mums have been forced to leave their jobs altogether. The report also states that the gender pay gap is wider for mothers than for any other group of women, with mothers earning 22% less per hour than fathers.
“The motherhood penalty is a significant barrier to gender equality. Women are being pushed out of their jobs, are being paid less and are being undervalued because they have children. This not only harms women, but it also harms businesses and our economy. We need to see real action from government and employers to tackle this issue“
Joeli Brearley, founder of Pregnant Then Screwed
This is a significant problem for women who want to return to work after having children. The cost of childcare, combined with the motherhood penalty, makes it difficult for many women to justify returning to work at all. This not only harms women’s career prospects and earning potential, but it also increases the gender gap and reduces the number of women in the workforce.
The Mental Load of Inadequate and Costly Childcare
Of course, the impact of childcare costs isn’t just financial. It also adds to the mental load that many mothers already carry. Juggling work and childcare can be a real challenge, and the high cost of childcare can leave many mothers feeling stressed and anxious.
Inadequate childcare can also be a source of worry and stress for mothers. When parents can’t find affordable, high-quality childcare, they may feel guilty about leaving their children in substandard care. This can lead to feelings of anxiety, guilt, and overwhelm.
The Benefits of Flexible Working
One way that businesses can help to address the motherhood penalty is by offering flexible working arrangements. This can take many different forms, including part-time work, job sharing, and working from home. By offering flexible working, businesses can help mothers to balance their work and childcare responsibilities, which can make it easier for them to remain in the workforce.
“Flexible working is critical for parents and carers who need to balance work with their caring responsibilities. Without access to flexible working, many parents find it impossible to work and care for their children. Employers who offer flexible working not only support their employees, they also benefit from increased productivity, reduced absenteeism, and improved staff retention.”
Sarah Jackson, CEO of Working Families
Flexible working also benefits businesses themselves. By offering flexible working arrangements, businesses can attract and retain talented employees who may otherwise be forced to leave the workforce due to childcare responsibilities. This can help businesses to build a more diverse and inclusive workforce, which can lead to better decision-making and improved outcomes.
Rallying for Change
Mums deserve better than a system that penalises us for having children and forces us to choose between our careers and our families. It’s time to rally for change and demand affordable, high-quality childcare for all families. We need to demand more from our employers and our government, and we need to support each other as we navigate the challenges of motherhood and the workforce.
Common Questions
Q: What is the motherhood penalty, and how does it harm women’s return to work?
A: The motherhood penalty refers to the systemic disadvantage that many women face in their careers after having children. This can include lower pay, fewer opportunities for promotion, and even discrimination or job loss. This harms women’s return to work by making it harder for them to maintain the same level of employment and career progression as their male counterparts, which can lead to a widening gender gap in the workforce. It can also result in financial insecurity for women and their families, and make it harder for women to balance work and family responsibilities.
Q: How does inadequate and costly childcare add to the mental load of working mothers?
A: Inadequate and costly childcare can add significantly to the mental load of working mothers, as it can create a constant source of stress and anxiety. This can include worrying about finding suitable and affordable childcare options, dealing with unexpected childcare issues, and feeling guilty or judged for leaving their children in someone else’s care. The mental load of childcare can also result in women taking on a disproportionate share of household and caregiving responsibilities, which can further harm their career prospects and work-life balance.
Q: How can flexible working help address the motherhood penalty and support working parents?
A: Flexible working can be a powerful tool for addressing the motherhood penalty and supporting working parents. By offering flexible working arrangements such as part-time hours, job-sharing, and remote working, employers can help parents to balance their work and caring responsibilities more effectively. This can help to reduce the impact of the motherhood penalty by enabling women to maintain their employment and career progression, and can also benefit employers by improving staff retention, reducing absenteeism, and increasing productivity. However, it’s important for employers to ensure that flexible working arrangements are available to all employees and are not stigmatized or penalized in any way.
Further Reading
If you’re interested in learning more about the motherhood penalty, the cost of childcare, and the benefits of flexible working, there are many resources available online. Here are a few to get you started:
- Pregnant then Screwed: https://pregnantthenscrewed.com/
- Family and Childcare Trust: https://www.familyandchildcaretrust.org/
- Working Families: https://www.workingfamilies.org.uk/
- Maternity Action: https://maternityaction.org.uk/
- The Fawcett Society
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