Working women are often at a disadvantage, statistics indicating that women are still paid only 83.7 percent of what men are paid, according to the U.S. Department of Labor. Working mothers face an even larger array of challenges in finding work and playing their designated roles in and outside work. Despite this, women are marching forward into the workplace at unprecedented rates, with the U.S. Bureau of Labor Statistics reporting that the labor force participation of women in their prime, aged between 25 and 54, has increased to 77.8 percent. Despite the struggles, women appear determined to work and their contributions have a significant impact on the economy, however, not enough is done to welcome them into the labor force.
Working Mothers Statistics: Where We Are Now
With the U.S. Census Bureau having reported that working mothers made up almost one-third of the U.S. female workforce in 2020, it is evident that many women are no longer giving up one for the other, choosing instead to both find work and care for their families. Labor force participation rates are also clear on the fact that working mothers with younger children (aged below 5) were less likely to participate in the workforce earlier. Still, recent working mothers statistics indicate that their participation has increased by more than 1.4 percent from pre-pandemic levels to 70.4 percent.
The upward trend has not been supported by a similar growth in childcare resources, with a Zippia report indicating that approximately half of the U.S. faces difficulties in identifying childcare resources, with 27 percent stating this was due to limited childcare slots and 31.7 percent of children below 5 unable to access a childcare slot. They also reported an average $340 per week cost to send a child to a daycare facility. With such severe expenses, it does often fall to working mothers to forsake their jobs for a lack of better childcare alternatives.
The report also indicated that employers with children who are three and below can cost employers $1,150 per year as a result of inadequate child care, and a total business loss of $12.7 billion across companies. With numbers as high as these, working parents are often at a disadvantage, especially working mothers.
Holding Back Working Mothers: Challenges Faced
The childcare concerns discussed earlier makes up the largest chuck of the restrictions working mother face when entering the workforce. As per the Zippia report, about 20 percent of unemployed mothers would look for a job if they found improved access to childcare. Similarly, 42 percent of working mothers would look for higher pay, and 29 percent work seek additional training to boost their careers. It is evident that the situation of child care in the country greatly holds the labor force back.
Apart from childcare concerns that arise from very dated gender roles that persist today, working mothers are often at a disadvantage due to their household responsibilities being factored in. McKinsey reported that working mothers were 1.5 times more likely to spend 3 additional hours on their household responsibilities than working fathers. Single mothers faced 3 or more hours of additional work as compared to other mothers overall, putting them at a significant disadvantage.
Such extended periods of activity can be a strain on anyone, both mentally and physically. McKinsey’s survey also showed that working mothers were 6 percent more likely to be dealing with mental health concerns than their male counterparts. They also studied remote workers and found working mothers to show much lower levels of well-being than working fathers. Such circumstances make a working mother’s challenges more evident.
There are other factors to consider when it comes to working mothers as well, such as nativity and education. The Hamilton Project reported that foreign-born working mothers with some form of college education were now participating more in the workspace, likely due to changes in the work authorization rules in the country. Women immigrants with spouses who are H-1B holders now have an easier time holding jobs. With the significant diversity in the U.S. population, counting all willing hands in labor numbers can be a big boost to the economy.
Working Mothers’ Challenges Are Labor Market Concerns
While many see it as better to exclude the working women labor force rather than make changes to the system to accommodate them, it is imperative to take the challenges of working mothers seriously. The UN Women website states that by increasing female employment in OECD countries to match the levels presented by Sweden, GDP could be boosted by over $6 trillion. The IMF’s data sheets include research that indicates that raising the female labor force participation rate to male levels could boost the GDP in the United States by 5 percent.
The IMF also suggests that employment of women on equal levels as men could allow companies to make better use of the available talent pool, with researchers Dezso and Ross finding that female representation in top management could improve a company’s overall performance. Evidence by McKinsey supports these results, highlighting that companies with three or more women on the senior management team could see higher scores on the nine organizational dimensions that are linked with higher operating margins. These are indications for companies to seriously invest in the hiring and retention of women workers.
Some hold that women are not as willing to work hard as men, despite the dual roles they adopt on a daily basis. UNRISD estimated that if a monetary value could be assigned to the unpaid work that women were currently responsible for, it would constitute between 10 percent and 39 percent of GDP. It is undeniable that the challenges working women face are considerable but the workforce remains determined to participate to the best of their abilities.
There are many policy changes that companies could make to support working mothers, such as allowing flexibility in working hours for parents and caregivers, creating systems to support mental health stability, reducing barriers in hiring processes and giving candidates a fair chance, and fostering a space for inclusivity in the workspace. Ignoring willing workers only serves to undermine the potential and perspective that working mothers can build to the table.