The “Motherhood Penalty” and its negative impact on Working Moms

Have you every heard of the motherhood penalty? Let me school you. Fortune Magazine says the motherhood penalty is best described as the price mothers pay for growing their families while they're in the workforce. The motherhood penalty can affect the types of jobs mothers take, the kind of work arrangements they make and even the salaries they are paid! 

The AAUW notes that, “Caregiving responsibilities still fall disproportionately to mothers, so women are more likely to take time out of the workforce, scale back their hours or postpone advancement opportunities”.  These collective trade-offs add up to the motherhood penalty and it can impact a working mom's career trajectory.

Watch my short video below to hear more about the motherhood penalty and the impact on working moms.

This video is a part of the LinkedIn Course: Nano Tips for Creating Equitable Workplaces for Working Mothers with Desiree Coleman-Fry.

Cornell University researchers documented how the motherhood penalty led to lower starting salaries for working mothers and a lower likelihood of hiring and promotions for working moms over time.  Their research showed that the motherhood penalty can negatively impact women’s long-term economic viability, generational wealth-building and increase the likelihood that families experience an episode of poverty. 

A team of global researchers explained the reasons for this:

“Women who, as a result of having or planning to have children, either cut short their education, drop out of the labor force for an extended period, cut back to part-time employment, choose occupations that are more family friendly, devote less effort on the job, or pass up promotions because of time or locational constraints, end up achieving less than childless women who stay on track with full-time employment and take advantage of opportunities for training and career advancement.” 

So, in very real terms, the motherhood wage penalty illustrates how women must choose the extent to which they show up for their families versus their careers. Some organizations are supporting mothers with flexible work arrangements, sabbaticals and returnships that create on-ramps and off-ramps that help women navigate the workforce. These practices are showing some promise in creating equitable workplaces for working moms.

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I'd love to hear your thoughts. What else can be done to help women thrive at work? Please drop me a comment below.

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Desiree Coleman-Fry advances equity and empower women through speaking, writing and curating conversations. Find me on all social media platforms: @desireescoleman and subscribe to my newsletter.

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