The maternal instinct is cherished as a cornerstone of human development but the moment it comes to a working mother, the same qualities are weaponized to bolster the maternal wall bias. If the term sounds unfamiliar, it is because it is. The maternal wall bias in the workplace is often disregarded but it does a great deal to contribute to the gender inequality and pay disparity between men and women. Women who want to start families are often directed away from the workplace and the motherhood penalty then discourages them from returning as well.
Mothers help build families—they can help build companies as well. (Image credit – Freepik)
Erin Murphy from Glencore Ltd. filed a lawsuit against her company for discriminatory practices in 2018. She detailed how the company limited her career growth and normalized discriminatory conversations about pregnancy. But not every working mother is in a position to file a lawsuit or take action like she did, either due to the expense of pursuing legal action or for fear of retaliation.
The Gender Bias Learning Project reported that mothers were 79 percent less likely to be hired and 100 percent less likely to be promoted. Women with children were offered $11,000 less in terms of salary while also being held to much higher standards.
What is the Maternal Wall Bias?
The UC Hastings College of Law’s WorkLife Law report mentions that the term “maternal wall” was popularized in the 1990s as conversations of pay disparity rose to prominence. Joan C. Williams, director of the Center for WorkLife Law, is often credited for coining the term and also for the considerable research that has been done into legal aspects of maternal wall bias in the workplace. The term maternal wall bias encapsulates the various forms of discrimination, stereotypes, and career obstacles that women may face due to societal expectations and biases related to motherhood.
Reasons Behind the Maternal Wall Bias in the Workplace
There are many reasons why women, especially mothers, are put into disadvantaged positions within the workforce. Women who enter the workforce are often lower in number due to hiring biases, surrounded by the boys club of workers who dominate the workforce. This gives them a shaky start to their careers. In addition, they are also seen as less competent or qualified, although they outnumber men in undergraduate and graduate programs, according to the National Student Clearinghouse Research Center.
It is assumed that women are less capable of focusing on work, however, a Gallup survey found women were 33 percent engaged at work, as compared to the 28 percent engagement of men. The motherhood penalty further questions a woman’s capacity to work when she has children at home. Harvard Business Review found that women rank higher on leadership qualities such as initiative, resilience, drive for results, integrity, etc. Still, women are seen as emotional beings who can disrupt the workplace rather than lead it, especially after becoming a mother.
Signs of Bias Against Mothers in the Workplace
Maternal wall bias in the workplace can take on many forms, both covert and overt. While some individuals might be open about their disregard for women at work, other more subtle signs are important to note as well.
Microaggressions
Many mothers will be familiar with comments about how they might be better suited to caring for their child at home. Women often receive comments about how they might not be able to handle a project or take on a role because they are probably preoccupied with their responsibilities outside work. While men also have families to care for, the comments regarding a woman’s place are far more common.
Descriptive Stereotypes
Women, especially mothers, are seen as delicate and sensitive, incapable of being in demanding jobs or taking on pressure. The work that is assigned to them follows the same patterns without an actual assessment of their individual qualities and skill sets. Traditional gender roles are firmly linked to their ability to work.
Exclusion from Opportunities
It is very common for women or working mothers to be passed over for promotions, for reasons such as the assumed responsibilities they already have at home. The penalty of motherhood involves stunted growth opportunities regardless of their personal willingness to work.
Salary Disparity
This is a commonly discussed disadvantage but maternal wall bias in the workplace extends to the salaries companies are willing to pay. Women are often forced to settle for lower pay that is offered to them. According to the Pew Research Center, 32 percent of men would ask for higher salaries, as opposed to 28 percent of women,
Motherhood Penalties
Staff and Mortimer’s research explored the motherhood penalty and why the hourly wages for mothers were 5 percent lower per child as compared to non-mothers. Younger mothers and sole mothers are often at an even greater disadvantage and do not see benefits equal to the work and time they might put into their careers. Ironically, mothers who fully commit to their work are also perceived negatively as being bad parents who do not care for their children enough.
Pew Research Center found that 59 percent of U.S. adults believed it was better when a parent stayed at home with the children and 45 percent believed it was better if the mother chose to stay. Unsurprisingly, mothers who choose to go out and work are criticized for making the wrong choice.
Stigma Against Maternity Leave
It is true that working women require more time away from their work during the maternity period to work and care for their children. However, due to bias against mothers in the workplace, their commitment to their work tasks is not based on performance reviews but on assumptions about their abilities. Many companies choose to leave them out of the workforce rather than make accommodations that can allow them to return to work with the same enthusiasm that any other worker might present. Even on return, the environment remains disapproving and unsupportive, with microaggressions that encourage them to leave.
What Can We Do about the Maternal Wall Bias in the Workplace?
The glass ceiling remains unbroken as women work to scale the maternal wall bias that constantly presents itself to them regardless of their commitment to work. With so many willing hands offering commitment and creativity to a workforce, it is detrimental to a company’s future to ignore its potential. It is up to employers and the HR teams to address this challenge and create a space for women to thrive in their workforce, not just to meet their DEI (diversity, equity, inclusion) quotas but to have a workforce that truly cares about their work.
- Introduce awareness initiatives: Even if a business is open-minded, its workforce might do enough to push women out of their ranks. Training and inclusion programs can convey a company-wide commitment against maternal wall biases. It can also improve the quality of the work environment for everyone.
- Family-friendly policies: Allow people to prioritize their families and this will ensure they have a clear headspace to prioritize their work. Introduce flexible work arrangements, leave policies, child care assistance programs, etc. to support your workforce.
- Encourage transparent communication: Open and honest communication will allow workers to be honest about their requirements rather than compromising on the quality of their work. Open up communication on all levels of the business structure.
- Zero tolerance policies: Indicate your commitment to stand against maternal wall bias in the workplace by setting consequences for discriminatory practices.
- Mentorship programs: Seeing is believing. Employees can find strength from mentors who understand their struggles and also seek guidance from them when necessary. This can greatly boost their productivity.
- Advocacy for gender equality: Investing in partnerships that advocate and act on matters of gender equality can sensitize the company and also help them contribute to societal change by being industry leaders who set the standard.
The maternal wall bias is a real phenomenon and ignoring the matter can only hurt the company. While the government designs laws to eliminate gender bias and other discriminatory practices, businesses need to do their own part in standing up against maternal wall bias in the workplace.