essay writing about working mothers

Essay on Working Mothers

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100 Words Essay on Working Mothers

The importance of working mothers.

Working mothers play a pivotal role in our society. They not only contribute to the family’s income but also serve as role models for their children. They teach important values like hard work, independence, and resilience.

Challenges Faced by Working Mothers

The impact on children.

Children of working mothers learn to be independent and responsible from an early age. They get inspired to pursue their dreams and ambitions, seeing their mothers’ dedication and commitment.

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250 Words Essay on Working Mothers

Introduction, the evolution of working mothers.

Historically, mothers were confined to the domestic sphere, responsible for nurturing the family. The feminist movement, however, challenged this traditional view, advocating for women’s rights to work and contribute economically. The rise of working mothers since then represents a significant shift in societal structures.

Impact on Family Dynamics

Working mothers have redefined family dynamics. They have proven that it is possible to raise children while pursuing a career, thereby debunking the myth of the ‘ideal’ mother being confined to the home. This shift has also led to a more equitable distribution of household chores, promoting gender equality.

Economic Implications

Working mothers contribute significantly to the economy. They not only support their families financially but also add to the national income. This economic independence further empowers them, allowing them to make decisions about their lives and families.

Challenges and Solutions

Despite the progress, working mothers face numerous challenges, including societal judgment, work-life balance issues, and lack of support. Addressing these issues requires societal change, flexible work policies, and robust support systems.

500 Words Essay on Working Mothers

Working mothers are an integral part of society, demonstrating the epitome of multitasking by juggling personal and professional responsibilities. They are the pillars of their households and workplaces, contributing significantly to the economy while shaping the future generation.

Historically, societal norms and expectations confined women to domestic roles. However, the rise of feminism and women’s rights movements in the 20th century led to a paradigm shift, encouraging women to step out of their homes and pursue careers. Today, working mothers are prevalent across various sectors, from science and technology to arts and humanities.

The Balancing Act

The life of a working mother is a delicate balance between work and home. They often face the “double burden” of managing household chores and professional tasks, leading to a phenomenon known as “time poverty.” Despite these challenges, many working mothers successfully navigate this complex terrain through effective time management, family support, and flexible work arrangements.

Impact on Children and Society

The role of employers and policy makers.

Employers and policy makers play a crucial role in facilitating the journey of working mothers. Workplaces need to offer flexible hours, remote work options, and family-friendly policies. On the policy front, governments should ensure equal pay, provide affordable childcare, and enforce maternity and paternity leave laws.

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Home — Essay Samples — Life — Motherhood — Benefits Of Being A Working Mother

Benefits of Being a Working Mother

• Categories: Mother Motherhood

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Words: 880 |

Published: Feb 8, 2022

Words: 880 | Pages: 2 | 5 min read

• BLS. (2018). Employment characteristics of families. Washington, DC: Bureau of Labor Statistics.
• Cox, F. (2008). Human intimacy: Marriage, the family, and its meaning. New York, NY: Cengage Brain.
• Greenberg, C., & Avigdor, B. (2009). What happy working mothers know: How findings in positive psychology can lead to a healthy and happy work/life balance. Hoboken, NJ: John Wiley & Sons.
• Nickells, E. (2010). The funny side of living with ADHD. New York, NY: Troubador Publishing.

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Working Mothers: How Much Working, How Much Mothers, And Where Is The Womanhood?

Jayita poduval.

* Assistant Professor, Department of ENT, Manipal Teaching Hospital, Pokhara, Nepal

Murali Poduval

** Assistant Professor, Department of Orthopedics, Manipal Teaching Hospital, Pokhara, Nepal

Motherhood confers upon a woman the responsibility of raising a child. This process also changes the way in which she is perceived in society and at her workplace. It can necessitate her to take more than available leave options, and job security can be at risk. Significant social and personal adjustments are necessary to cope with such a situation. A working mother, especially one who has the good fortune to be able to balance her home and work, enjoys the stimulation that a job or career provides. She develops the ability of raising a useful member of society and at the same time gains financial independence. Along with motherhood, work adds to the completeness of being a woman.

Introduction

“ I am relieved if, rather than sex bias; the reason why more women are not breaking through the glass ceiling of academic medicine is because their children are hanging on the tails of their white coats. Most of us are happy to have them there, and academic medicine offers a level of professional fulfillment, financial stability, and geographic flexibility that is well worth the juggle ” (Laine, 1998)

“ First, from the early 1950s, many employed mothers began to challenge, although not overturn, the dominant discourse of the ideal mother as exclusively bound to the home. The simple fact that so many women were drawn to work outside the home despite criticism demonstrates the monetary and psychological importance of employment for women ” (Wilson, 2006)

Both quotes above reflect the unique life situation of working mothers, who are now a visible part of the workforce in almost all professions. Many working women start their families while they are working, and some others may find the need to return to work sooner than expected in the postpartum period. The working mother is an institution in her own right, one who combines a successful career giving her financial independence, with an effective motherhood raising a child. It is important to understand that both these jobs are extremely demanding, and to do justice to each without neglecting the other is a formidable task.

In this article, we shall try to clarify the difficulties a working mother may have on functioning with such dual responsibility.

Working and Motherhood

One could define a working mother as a woman with the ability to combine a career with the added responsibility of raising a child. Within this broad term may be encompassed two different categories of working women: the stay at home mother who works from home and the woman who works away from home while managing to fulfill her maternal duties.

Material aspirations and the necessities of daily life often compel both parents to work. A qualified woman may insist on working to maintain an effective career and be financially independent. The single working mother is a combination of these entities, working not only to run the family, but also maintaining her position as a financially independent head of the family.

Some of the points we must try to address include the following:

• a) Does motherhood affect productivity at the workplace?
• b) Does motherhood incite subconscious gender discrimination at the workplace?
• c) Does motherhood imply that the employee be given special privileges beyond possible entitlements, say maternity leave?
• d) Do special policies exist regarding leave benefits and special entitlements that may be needed by working mothers, say sudden sickness of the child?
• e) Is flexible working desirable? Can it be taken undue advantage of by the employee?

In this context, some of the issues that come into play include the following:

• a) Employer issues–maternity, compensated working hours, childcare facilities at the workplace, gender discrimination of working parents, especially in the academic field
• b) Employee issues–fatigue, spousal support, parental support system, child care issues, child health issues (e.g., do children of working mothers have more health problems?)

Working and Mothers: Some Common Issues

The Department of Labour of the United States of America, in The Family and Medical Leave Act of 1993 (1993), clearly recognizes the needs of working parents. According to this statute:

“The number of single-parent households and two-parent households in which the single parent or both parents work is increasing significantly. It is important for the development of children and the family unit that fathers and mothers are able to participate in early childrearing .The lack of employment policies to accommodate working parents can force individuals to choose between job security and parenting. Due to the nature of the roles of men and women in our society, the primary responsibility for family caretaking often falls on women, and such responsibility affects the working lives of women more than it affects the working lives of men. Employment standards that apply to one gender only have serious potential for encouraging employers to discriminate against employees and applicants for employment who are of that gender [The Family and Medical Leave Act of 1993 (1993)]” .

Therefore, the need to support a working mother is well recognized. It has also been explicitly mentioned that the dominant role in childcare is recognized and assumed to be that of the mother and that this responsibility affects the working life of women more than that of men.

Certain common problems plague most working women. The Better Health Channelon the Web, ratified by the Government of Australia, states some of the common issues that may concern working mothers (Better Health Channel, 2008). Foremost amongst these are income difficulties. If the mother works, childcare support is essential and can be quite expensive. It may actually offset the financial benefits of both the parents working.

In Asian countries, and in many joint family systems, grandparents and other nonworking family members fulfill the need for childcare–they take over the job of childcare when the mother is at work. This very important benefit (of readily available child support from the family members themselves) in joint families not only recognizes that the working mother is an important member of the family, but also provides her the necessary support to be able to perform her dual role efficiently.

Stress loads can be quite high amongst working mothers and these may often reflect in their relationships at home. She is stressed to reach work on time, to send her child to school and to reach all the children's deadlines on time including food and dress, and she is also pressed for time to look after her home simultaneously.

Housework is still considered the woman's domain. Working women shoulder additional responsibility of the work place as well as at their domestic front.

Unexpected sickness of children is a calamity that can be difficult to handle. There often is need to use and avail of unpaid leave and unexpected absences from work. Few employers would consider the needs of sudden leave requirements in women with young children. Even in double-income families, it is still the woman who is expected to take care of a sick child (ibid).

Sexual relationships can also be quite strained in working mothers. Much of it can be attributed to lack of time and to fatigue, especially where both partners have long working hours (ibid).

Nutritional requirements may be neglected in the quest to complete and meet all targets at home as well as at work (Finn, 2000). These women, whom Finn calls Everyday Heroes , use everything from the dashboard to the desktop as a dining table. The result is an amazing variety of nutritional deficiencies, ranging from iron and vitamins to proteins. Despite confiding in their physicians many just do not get the support they need.

Mothers and Employment

The rush of married women into the workforce runs against traditional thinking that women must choose between family and career. Many observers condemned working mothers as selfish, unnatural and even dangerous to their children and society (Wilson, 2006). It was complained that the rise in juvenile delinquency could also be attributed to women who are working mothers, but needs and requirements of the family unit will always supersede ill-defined logic. Women, motherhood or not, continue to work. The reasons are, more often than not, aspirational. Many of these mothers are young and have spent years developing their careers. When both spouses work it may be necessary for the mother to retain her job if she has insurance benefits, and if she wants to retire with better retirement benefits (Edelman, 2002). Many of these women find the need to maintain a parallel source of income a social security and a sign of independence.

A mother may work out of a financial compulsion, a desire to fulfill herself, or to supplement the family income. In all of these three instances, she is a working mother, but the implications of her situation are different.

As Wilson (2006) says “ many working women said that they worked because they ‘needed’ the money and which they defined as specific material goods-an extra lesson, additional clothes, a vacation, furniture, owning a home, car or even just a television-arguing their work was bringing a rise in the family's standard of living .” Both men and women had material and emotional expectations for better standards of living and a working wife could add considerably to achieving those goals (Wilson, 2006).

A financial compulsion could be a less competent spouse with an inadequate income, or a single mother who is dependent on her earnings for survival. A second income from the mother adds to better living conditions and eases the stresses of struggling for a comfortable life. However, when the mother is returning to work purely to maintain and advance a career that satisfies her and keeps her independent, she comes under scrutiny and criticism (Heilman and Okimoto, 2008).

The working mother has to keep the convincing stance that she is working not just for her own sustenance, but also for the betterment of the family. Something like, “a working woman who put herself out for the kid's sake” (Wilson, 2006). Working women changed the image of a good mother from one who stayed at home to one who also took on extra burden for her family's benefit. This would however not recognize the working mother as an important member of the workforce and an important worker in her own right! It is possible for a working mother to defend her right to work in a number of ways. A less affluent member of society would simply say it brings in much needed extra money. A woman from a better class of living would say she has more money to spare and is utilizing her talents and skills to the best effect. In either case, the most important aspect is that it shouldn‘t affect the health and well being of their children in any way. In any case, “having to work” takes away much of the problems a working mother has to face (Wilson, 2006).

Employer's Perceptions of Efficiency and Relationships of Motherhood to the Working Environment

A working mother's ability to deliver is considered with trepidation. Having decided to work, will the working mother be able to deliver efficiently at the work place?

Motherhood leads to a definite bias in employment for women seeking a job in traditionally male settings (Heilman and Okimoto, 2008). In general, for both men and women, parenthood changes the way in which both men and women are viewed in terms of expected work focus, especially producing expectations of undependability. The authors also add that there are possible heightened associations with gender stereotypes that occur when women are mothers; this may lead to heightened performance expectations that predispose greater negativity to be directed at mothers than at non mothers when career advancement decisions are made (Heilman and Okimoto, 2008). They also noted that employment bias occurred against mothers irrespective of whether they were students or working people, and that women suffer definite disadvantages when at the workplace, a problem that has been called the Maternal Wall by Williams (Heilman and Okimoto, 2008; Williams, 2001).

It is well known that employment has positive effects on the mother (Barnett, 2004). There is an underlying assumption that the roles of mother and wife have relatively less stress, as they are natural roles, whereas the role of employee, being unnatural, is therefore highly demanding. This may question the ability of a woman to handle multiple roles without significant ill effects. There is also considerable rhetoric on the relationship of this unnatural employment to many social evils including juvenile delinquency and drug addiction (Barnett, 2004).

Regardless of the reasons, a young mother chooses to work, the workplace and work environment as a whole continue to be hostile. Shouldering dual responsibilities may actually decrease productivity at the work place. Some of the research done has focused on mothers who are working in the academic field, and slower academic progress has been attributed to working mothers in academic medicine (Carr et al ., 1998). They attributed a definite relation between family responsibilities and gender to academic productivity. Having identified 1979 full-time academic faculty from 24 medical schools across the country, a 177-point questionnaire was administered with the aim of describing dependent responsibilities by gender and to identify their relation to the aspirations, goals, rate of progress, academic productivity, and career satisfaction of male and female medical school faculty. In this study, the authors noted that women with children published less even after controlling for variables such as years as a faculty member, number of hours worked per week, and hours of dependent responsibilities (as noted from the peer reviewed publications); they had slower self-perceived career progress and were less satisfied with their careers. The difference seen between the genders was less apparent for faculty without children.

Carr et al . also noted that women faculty with children had less institutional support than men with children. They specially commented that, “In a group less able to expand working hours because of dependent responsibilities; however, institutional support may be especially critical for maintaining productivity.” It was noted here that familial responsibilities with special reference to child bearing disproportionately affected the careers of female faculty. They recommended special attention by scheduling fewer departmental meetings after working hours and making part-time tenures available for faculty (Carr et al ., 1998)

Maternity Leave and Benefits for Working Mothers

Women's recovery from childbirth and their resumption of work and family commitments are likely to be influenced by such personal factors as preexisting health status, parity, breastfeeding, the availability of social support from family and friends and work-related factors, e.g., the timing of return to work, job stress, and workplace support.

Can a working mother do justice to both her work and her motherhood? The answers vary from a firm yes to a vehement no, and, more often than not, the answer lies not in the ability or competence of the woman as much as it does on her support system. The question of a support system is very relevant because traditionally all support systems have revolved around men ever since the times when women were believed to be capable of only “kuche, kirche und kinder” [German for kitchen, church, and children]. A woman who was working before marriage will more often than not opt to take a protracted leave of absence to fully immerse herself in her motherhood. Some would even think of giving up their careers for good.

The Family and Medical Leave Act of 1993 states that it is necessary to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity; to entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition, and to promote the goal of equal employment opportunity for women and men.

Most of these summarize succinctly the needs of a mother who is working. Working mothers’ needs are to be served in the interest of preserving the family unit as a healthy foundation for society. Caring for a child has the fundamental value of a serious health condition and has been valued as such, deserving that the parent be allowed to take time off for caring for the child. This means that caring for a child is an essential duty that the parent has to perform and that cannot be substituted for in any other way. This is especially true in cases where the child is one with special needs (Thyen et al ., 1999; Yantzi et al ., 2007). Family support is highest among employed mothers and lowest in mothers who were employed neither currently nor before the child's illness, or who had quit employment to care for the child (Thyen et al , 1999). Caring for a child assisted by technology seems to create barriers to maternal employment diminishing family resources at a time when financial needs actually may increase. Lack of family support and child care services increase the likelihood that mothers of children cared for assisted by technology will stay out of the labour force. Remaining employed buffers the negative effects of care at home on maternal mental health (Yantzi et al , 2007).

Breastfeeding

Maternity leave provisions are essential for a working woman to effectively complete the transition from pregnancy to motherhood. Premature termination or too short a maternity leave may have undesirable consequences. Studies often cite early return to work as one of the reasons for premature termination of breastfeeding. Shorter maternity leaves were associated with less sensitivity in interaction with the infant and more maternal depressive symptoms (Clark et al ., 1997; Ryan et al ., 2006).

One-third of mothers return to work within 3 months of giving birth, and two-thirds return within 6 months. Mothers who are not employed are more likely to initiate breastfeeding than those who are employed full time. At 6 months after delivery, full-time employment has a significant effect on breastfeeding. Much less of the employed mothers continue breastfeeding as compared to the mothers employed part time or unemployed mothers (Ryan et al , 2006).

In order to comply with workplace requirements, mothers in a study focusing on educated mothers in managerial and/or professional occupations noted that mothers were obliged either to cease breastfeeding or to conceal breastfeeding activities when employed. Breastfeeding duration rates among professionally employed mothers can only be improved if negative attitudes about maternal bodies and employment are challenged and if employers, as well as mothers, are the focus of health initiatives aimed at promoting breastfeeding (Gattrell, 2007).

With the implications that this may have on neonatal well being, it may be necessary to have labour policies, including job-protected leaves from employment after birth, and labour standards that facilitate breastfeeding or the expression of breast milk at work (Baker and Milligan, 2008). The authors noted an increase in maternity leave entitlements in Canada, rising from 6 months in the year 2000 to almost one year for mothers who gave birth after 31 December 2000. This includes job protected leave and entitlement for maternity benefits. This led to a large increase in the amount of time before mothers returned to work post birth. An attempt at systematic review to assess whether interventions at the workplace help breastfeeding elicited no suitable trials (Abdulwadud and Snow, 2007).

A study of 360 mothers (Hansen et al ., 1993) analyzed the utilization of maternity leave by parents and mothers’ resumption of work after delivery in addition of duration of breastfeeding in correlation to mothers’ resumption of work. Almost all families utilized the maternity leave, with the majority utilizing the full duration of 24 weeks, many electing to prolong the leave with their holiday and often beyond that period. At one year after delivery, significantly more mothers were housewives than before. They recommended that maternity leave be extended. A positive association has been shown between maternal health and duration of breastfeeding with the length of maternity leave (Staehelin et al ., 2007). The authors found that longer maternity leaves were associated with lower perinatal, neonatal, and postnatal mortalities.

Thus, maternity and child care leave provisions are essential for every working mother. It enables her to nurture the young child efficiently and thus decreases morbidity. The durations of these absences are variable and can depend on so many factors that it may be difficult to fix a uniform period for maternity leave. It may be a function of social circumstance as much as a regional preference. A working mother from a joint family may need much less leave than a single mother, or a woman from a nuclear family and with no child support systems in the family. Often provisions of child care in the office itself in the form of a nursery helps the mother resume work more seamlessly. Part-time work at the office and working from home may also help ease the stress. Part-time work allows women to cultivate outside interests, earn money, and have a defense from criticism of neglecting her children (Wilson, 2006)

Can Working Mothers Take Undue Advantage of Employer Benefits and Social Sentiments, and are They a Drain on Resources?

A woman may keep a job just to keep the home fi res burning, while another may fight against all odds to pursue her career. In the interests of working mothers in both these situations, a solid support system needs to exist, and the prerogative to work or not should lie entirely with the worker, as would be in the case of an ordinary working male. Parties concerned can exploit this situation, that is, a working mother may not be extended an adequate support system, or conversely, she may try to extract special concessions from her employer[s] at the cost of work ethics. Maternity leave, flexible working hours, child-friendly workplace sound extremely good, but what about the flip side? Maternity leave is known to be extended, sometimes indefinitely. Often, the mother quits work altogether. Flexible working hours might adversely affect other employees, and would definitely require their cooperation. As for creating a workplace with childcare facilities, a sufficient number of female employees are desirable. An employer who has a larger number of female employees is likely to be more proactive in providing child care and nursing facilities at the workplace for the working mother. Provisions for part-time employment and work at home opportunities are also easier to provide when the number of female employees, and thus the demand for such a facility, is greater.

The cost-benefit ratio of these privileges needs to be examined. The scale and size of the employer, the health conditions of the mother and child, social support, all play important roles. Definitely, guidelines need to exist and would vary across occupations. A working mother may work for pleasure or compulsion, but work ethics and professionalism must have their place. These in turn will generate more empathy towards working mothers from all quarters -- the employer, the spouse, the family and finally, society. In short, good employees would generate more empathy and better co-operation from their employers. And an understanding and co-operative employer would be able to extract the best from his employee without misuse of the benefits given to them.

Maternal health has been found to be negatively related to employment dissatisfaction. Studies (Romito et al , 2007; Glezer 1988) looked at women in employment before the birth of the first child. Three fourth of women were in the workforce and of these a third did not take maternity leave despite being eligible for the same, and about a quarter (24%) were ineligible for maternity leave for various reasons. Public sector employees availed of most of the maternity leave. As much as half of the women who did not take maternity leave in the private sector were actually unaware of these options. Working in the public sector, a strong attachment to the workforce, trade union memberships, and education were some factors that affected leave taking amongst working mothers (Glezer, 1988).

Working Mothers and Child Development

A woman has the privilege to actually choose between work and motherhood. Social conditioning entails that the woman put home before career even though no expense has been spared in her education and upbringing towards being independent. The equation in a household where both partners are employed changes with the arrival of a child. Maternal instinct ensures that in the initial crucial weeks; the baby is mostly, if not entirely, in the mother's care. During this period mother-child bonding becomes very strong and sees many women happily opting out of pursuing a career. Later on, financial implications of living on a single income and economic aspirations compel a majority of women to get back to work. Career ambitions are also a big driving force for a mother choosing to work, especially one who is well qualified. Women who resume work after a few months are torn between career ambitions and natural childrearing instincts. Even in households where grandparents, relatives or babysitters attend to the child, a working mother still feels ridden with guilt. In families where both the mother and father are equally involved in child rearing, the woman is able to experience less guilt and more satisfaction while being a working mother. Mutual understanding between spouses ensures that along with bringing in the income, both parents not only share the responsibilities of childcare and the immense fulfillment that comes with it, but also continue to enjoy each other's company as partners.

These attitudes and values are then propagated through the generations. That is why we do see many families where the working mother is not considered an anomaly but a welcome entity. This means that gender sensitivity must be cultivated at both the individual and social level so that as working parents, each partner has an equal responsibility towards the children, not merely by the ability to earn money but also by the inclination and commitment to be involved in the process of child rearing.

The effects of maternal employment on children are sometimes positive and sometimes negative (Youngblut et al ., 1998). Parents in non-employed mother families were more satisfied with their families at 18 months than parents in employed mother families (Youngblut et al ., 1994).Curiously it was also found that the infant's motor development was positively correlated with number of hours employed per week and degree of choice for the employed mother families, but negatively correlated with choice for the non-employed mother families. These results suggest that maternal employment may not be detrimental for infants born prior to term. Indeed, it may be beneficial, especially if the mother has a choice in the matter (Youngblut et al ., 1991). For preschoolers, neither mothers’ employment transitions nor their welfare transitions appear to be problematic or beneficial for cognitive achievement or behaviour problems (Chase-Lansdale et al ., 2003). Adolescents whose mothers began working reported statistically significant declines in psychological distress. This pattern was strongest for their symptoms of anxiety.

Employed mothers’ positive motivation for working, low role conflicts and gains in self worth were associated with their favourable descriptions of their children (Alvarez, 1985; Chase-Lansdale et al ., 2003)

Mothers’ employed status benefits children by improving family income, better disciplined work behaviour and better structure of family routines .Studies (Chase-Lansdale et al ., 2003; Alvarez, 1985) have noted that maternal higher education was found to be a powerful mitigator of possible negative consequences for children whose mothers were working from financial necessity or were experiencing role conflict. Youngblut et al ., (1998) explored differences in parent-child and family relationships for employed and non-employed single mothers of low birth-weight and full-term preschool children. They found that employed mothers had more positive perceptions and provided more enriching home environments for their children. They noted that in single-parent families, employment and consistency are positive influences on the mother-child relationship.

The answer to whether work pays as far as parenting is concerned is believed to be complex (Raver, 2003). Women who held lower rung jobs experience much more negativity in their parenting styles. Considering that income increase is a really positive factor that leads to better mental health of the family unit in the long term, low wage jobs may not benefit the family unit materially or economically. These factors can have an effect on the parenting style in working mothers (Raver, 2003). The families’ emotional climate and mothers’ mental health are both important factors that determine the effect of employment of mothers on the family unit.

Preschoolers experience a significant decline in time spent with their mothers when their mothers go to work and total time spent with the child has shown to decrease by as much as 2 hours per day. A trade off is found between time and money, as family income increases whereas mother's time with child decreases. Hence these two may offset each other. Mothers may often compensate for this by decreasing social, educational and personal activities that do not involve the children (Chase-Lansdale et al ., 2003).

The incidence of childhood obesity was found to increase with increases in maternal employment as the number of hours spent with the child decrease, thus decreasing access to healthy food and increasing dependence on junk food (Hawkins et al ., 2008). The Millennium Cohort Study Child Health Group stated that long hours of maternal employment, rather than lack of money, may impede young children's access to healthy foods and physical activity (ibid). Children were more likely to be overweight for every ten hours a mother worked per week and this relationship was significant for children from households with a higher annual income (ibid).

In contrast, it was noted that, for pre-adolescent children (Greenberger and O’Neill, 1992), maternal employment (typically, conditioned by mothers’ level of education and child gender) was more strongly associated with fathers’ and teachers’ perceptions of children than with mothers’ perceptions, and, in some cases, especially with fathers’ and teachers’ perceptions of daughters. Fathers perceived their 5-6-year-olds as having more problem behaviours when mothers were currently employed full time. Fathers and teachers viewed children's behaviour as more problematic when less educated mothers had been employed during more years of the child's lifetime.

Mothers’ transitions into employment were related to improvements in adolescents’ mental health. Adolescents whose mothers began working reported statistically significant declines in psychological distress (Chase-Lansdale et al ., 2003). The effect of maternal employment on adolescent daughters was studied by Jensen and Borges and they noted that daughters of non-employed mothers had a closer relationship with their fathers, perceived them as happier and friendlier, and experienced less anger and tension in the home (Jensen and Borges, 1986). With adolescents and teenagers an improvement in their mental health was found in correlation with increased incomes in the family. Depressive and aggressive symptoms increased with mothers’ exit from employment. It appears that when mothers of adolescents entered the labour force, they compensated for time away from their young teenagers by cutting down on time apart when they were not on the job (Chase Lansdale et al ., 2003).

Contrary to popular belief, a working mother can have a positive impact on her growing children but many variables need to be considered. The most important is obviously the availability of child-care facilities.

Where Is The Womanhood?

Women's movements have proved that a woman is no less than a man in every sphere of life, and women can take upon themselves to go a step further and prove that what a man can do, a woman can do better. So if a man could work to earn money, a woman could work, earn money and look after the kid[s] as well. Of course, a little help is always welcome, but we see scores of women who juggle all the three beautifully, and still do not complain.

Who does? The husband, the in-laws, some friends, and the conscience of the woman, who still think she is not doing a good-enough job.

Is it a question raised on her womanhood?

In society, womanhood continues to be described from an essentially male viewpoint. This can be especially true of societies in third world countries like India. Adjectives used to describe a woman may vary from feminine to tender, motherly, etc. A woman is all this and more. As a working mother, she is independent and empowered, especially if she is from a low socio-economic background. And that is the essence of her womanhood. Financial independence gives a sense of empowerment, and the additional income that the family gets, improves the family's standard of living and these together constitute a very essential upgrade for families with low socioeconomic background.

While there is no clear-cut relationship of the term manhood to nurturing a child, except for the capacity to procreate, womanhood carries with it the onus of a deep, strong instinct and inclination to nurture. Indeed, a woman feels, or is expected to feel, incomplete without being a mother, either as a biological trait or because of social conditioning. While the professional aspirations of the modern working woman continue to soar, as soon as she becomes a mother her priorities often change. A working woman is expected to be a good wife and mother before anything else, never mind her professional status or skills. Many women themselves put a premium on being a good mother at the cost of their work or career. Society does not look kindly upon a woman who attains great success at work and has little time to devote to her home. It is as though womanhood is at stake if being a wife and mother does not take first place in the life of a woman, contrary to what it would be in the case of a man.

Stereotypes rule and strong beliefs persist about the negative effects of maternal employment on women, their marriages, and their children, despite systematic evidence to the contrary.

It is also assumed that a mother's being at work leads to social ills like school dropouts, drug abuse, juvenile delinquency, and divorce.

The argument that working mothers have little time to spare for their family, does not take into account the hours of unpaid housework and domestic chores of a full-time housewife. Working mothers put aside quality time to spend with their family and can contribute to a more cheerful and positive family environment. By efficient and effective time management, a working mother is able to allocate time to her various roles as well as appreciate her own worth and importance.

Conclusions

In short, it is possible to be a woman, a mother, and an achiever. Many have done it with help from society, and others have battled endless odds to prove the same. In today's world it is both desirable and incumbent upon mothers to be working, like their spouses. We, in the developing world, and still in the throes of a culture and tradition of a male-oriented society, should acknowledge that, contrary to traditional belief that a working mother is not a good mother, a working mother can, in fact, be a better mother.

A working mother, especially the one who has the good fortune to be able to balance her home and work, thanks to all the factors mentioned above, enjoys the stimulation that a job or career provides. She not only feels better about herself but is also forced to take better care of herself in order to make an impression. Along with motherhood, a successful career adds to the completeness of being a woman. The major stresses of being a working mother remain lack of time, and a feeling of guilt, due to perceived neglect of the parenting role. The rewards are many, including personal benefits, financial rewards, and improved family life.

To enable this, considerable adjustments are necessary at the individual level and at the workplace, which help the mother to fulfill the dual responsibilities of career and motherhood.

Take Home Message

The working mother epitomizes modern womanhood. The modern work environment needs to consider the special needs of this working population, changing its orientation from male dominance to gender neutrality and parenting friendly behaviour. The joint family and the nuclear family unit both need to adjust to the needs of the working mother so as to allow a healthier family to develop.

Questions That This Paper Raises

• 1) Is the profile of a working woman conducive to raising a healthy child as well as functioning adequately at the place of work?
• 2) Is a working woman a norm and the housewife slowly becoming a rarity?
• 3) Are radical reforms required to help a working woman cope with the dual stresses of motherhood and a career?
• 4) Are more studies required to assess the impact of motherhood on proficiency in careers?

About the Author

Dr Jayita Poduval is an alumnus of the Sir JJ Hospital and Grant Medical College Mumbai, and the Seth GS Medical College Mumbai. She is a practicing consultant ENT Surgeon at the Manipal teaching Hospital, Pokhara Nepal, and Assistant Professor at the Department of ENT at the Manipal College of Medical Sciences at Pokhara in Nepal .

Dr Murali Poduval is an alumnus of the Sir JJ Hospital and Grant Medical College Mumbai, and the Seth GS Medical College Mumbai. Formerly, he was lecturer at the Department of Orthopedics at the KEM Hospital Mumbai. He is a practicing consultant Orthopedic Surgeon at the Manipal teaching Hospital, Pokhara Nepal, and Associate Professor at the Department of Orthopedics at the Manipal college of Medical Sciences at Pokhara in Nepal. He edits the Asian Journal of Orthopedics and Rheumatology .

Conflict of Interest: We declare no conflicts of interest, commercial or otherwise, in relation to the matter published in this article. As co-authors we share equal responsibility for the contents and views presented as part of this article.

Declaration: This is an original work and has not been submitted to any other journal for publication. It is not under consideration at any other journal.

CITATION: Jayita P., Murali P., (2009), Working Mothers: How Much Working, How Much Mothers, and Where Is the Womanhood?. In: Some Issues in Women's studies, and Other Essays (A.R. Singh and S.A. Singh eds.), MSM , 7, Jan - Dec 2009, p63-79.

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Working Mothers, Essay Example

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Will Working Mothers Take Your Company to Court?

In their article, “Will Working Mothers Take Your Company to Court?,”  authors Joan Williams and Amy Cuddy present a thorough and enlightening view of a very modern circumstance, that of the employer’s role – and vulnerability – in regard to working mothers.  The issue, of course, is not new.  As the authors point out, there has long been an odd tolerance for the particular bias against working mothers, and they suggest that this is due to American ideologies stressing the importance of the mother/caregiver role.  Women are accustomed to accepting discrimination anyway, it is implied, so this form of it is largely accepted by them.  Those working mothers who choose to challenge the bias, however, have apparently triggered great shifts in the marketplace.  Such women resist career derailment as an inevitable consequence of raising families, take their employers to court, and juries are largely sympathetic to the suits.  Then, these movements are not restricted to mothers; a man forced to take family leave to care for his sick parents, penalized by his job, was awarded $11.6 million in damages (Williams, Cuddy). The actions of such workers, and corporate response, then form the substance of the article.

The authors make one point very clear early in the article: the reality of the new, families responsibilities forms of litigation carries a significant impact today.  If working mothers of the past were typically content to accept whatever decisions their employers made regarding their limitations, this is no longer the case.  From 1998 to 2008, in fact, there has been an increase of over 400 percent of these lawsuits (Williams, Cuddy).  Williams and Cuddy then go on to examine the multiple factors fueling “family bias” on the job.  While they admit that their research is largely confined to U.S. cases, they provide ample evidence that the underlying issues are both widespread and rooted in commercial tradition.  This is so much the case, in fact, that most working mothers do not sue, despite the enormous rise in lawsuits over family leave issues.   Williams and Cuddy note here that many such women present their leaving their jobs as choices made, rather than as forced circumstances, because they are fearful of impeding a return to their careers later.

From here, the authors describe the prescriptive, benevolent prescriptive, and descriptive forms this kind of discrimination takes, noting the subtle characters of each and how they reflect traditional, patriarchal concepts of family rearing.  In descriptive bias, for example, working mothers are actually redefined in the workplace as weaker performance is automatically attributed to the demands of the home and children.  The remainder of the article serves to provide management with a realistic and equitable framework for eliminating the discrimination that may well result in disaster for the company.  To begin, and seemingly unnecessarily, the authors emphasize the importance of knowing and adhering to the law, and not allowing personal viewpoints, no matter how common, to steer professional decisions in this regard.  They stress the critical importance of not making assumptions, which translates to the proactive inquiring of women how they foresee pursuing their careers when the family is imminent.  Equally important is that the company remove whatever form of stigmatizing is in place for the working parent, as Williams and Cuddy cite numerous examples of working mothers denied promotion opportunities and/or compelled to accept lesser compensation, even as other employees with lax attendance records are not so penalized.  All of this, it is encouraged, must be infused into the training policies of the company, to avoid regressive policies.

All things considered, “Will Working Mothers Take Your Company to Court?” is an engaging and highly relevant article.  It educates, but in an accessible way, and no point is presented without documented cases to support it.  At the same time, and in its stress on fathers as being very much a part of the issue, there is no overtly feminist leaning here.  More effectively, Williams and Cuddy examine the situation of families responsibilities lawsuits as rising radically, note the background and forms of the discrimination behind it, and sensibly inform companies of the logical policies needed to be in place to ensure ethical treatment of all employees, and to safeguard the company itself.

Works Cited

Williams, Joan C., & Cuddy, Amy J. C.  “Will Working Mothers Take Your Company to Court?” Harvard Business Review , 2012.  Web. Retrieved from http://hbr.org/2012/09/will-working-mothers-take-your-company-to-court/ar/1

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Mothers: To Work or Not to Work? Report

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Introduction

Benefits of working for mothers, statistics and examples.

In their essence, every mother is a working mother; however, some of them have responsibilities outside their homes. To raise their children in the best conditions possible and to support their partners financially, mothers choose to work. Even though there is a popular stereotype that women should only stay at home and take care of children, many mothers stress the importance of having a career and developing as an individual because doing housework all the time makes women unhappy and unfulfilled.

To explore the topic of working mothers in greater detail, it is important to outline the key benefits of having a career as a mother. First, women that work make positive role models for their children. No matter what the income of the family is, children need to be taught that money comes from hard work. Mothers that prefer to have a career can subsequently influence children’s ideas about marriage, finance, and house chores. Second, mothers that work are less likely to suffer from depression according to the research conducted by Gallup. This is particularly important for the overall wellbeing of the entire family that will not benefit from dealing with a depressed adult. Third, as found by the National Bureau of Economic Research, children whose mothers work tend to perform better academically (on average, the GPA is 2.6% higher). Fourth, mothers that have a professional career are more fulfilled in their relationships with partners. This occurs because of the differentiation of personal and professional life as well as the presence of an ‘outside of the house’ activity when partners have healthy distance. Fifth, the obvious benefit is that working mothers add to the income of the family, which is crucial for children’s upbringing and ensuring a secure future.

The outline of the benefits above shows that having a professional career for women can improve their lives in a variety of aspects ranging from personal relationships with family members to psychological stability. If to examine some facts, 85% of working mothers state that they are happy with their lives even though 42% of people have an opinion that mothers should not work at all. The global average of working mothers is 54.3%; the highest rate of working mothers is in Sweden (76%), Denmark (74%), and Norway (73%). Such a high percentage is explained by the generous financial support from the government that invests in childcare from the earliest ages so that mothers can return to work easily.

The topic of working mothers has been a subject of heated debates due to the difference in public views about the duties of men and women. In one of her TEDx Talks (2015), Stephanie Herseth Sandlin explored the responsibilities of a mother that has to be present at home to support her family mentally but also has to manage an abundance of work-related projects. Despite the stereotypes, Sandlin stressed that work opens many opportunities for women. Another interesting video to watch is Rachel Hollis’s (2014) video about a typical day of a working mother. It was shot very realistically so that viewers can see that life is not easy for a mother who works; however, it is rewarding and fulfilling.

To conclude, working mothers do not have a relaxed and peaceful life; however, the pressure and a long list of diverse responsibilities keep them motivated and passionate. Apart from the obvious benefits, working mothers can find the right balance between their personal and professional life, which is essential for maintaining happiness and satisfaction.

Hollis, R. (2014). Day in the life of a working mother – Rachel Hollis. Web.

TEDX Talks. (2015). Managing life’s opportunities as a working mother. Stephanie Herseth Sandlin. TEDxBrookings. Web.

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Example Of Redefining Motherhood Essay

Redefining motherhood, working mother essay.

According to the U.S. Bureau of Labor Statistics today more than 59% of women are either employed or are currently searching for employment (Parker, 2009). Moreover, the proportion of married-mothers, who are employed, has significantly increased since the mid-1980s. Although most women do not want to return to the traditional division of family roles and believe that both parents should contribute to the family budget, the argument about the employment of women, and mothers in particular, remains quite controversial (Cusworth, 2009).

“I Don’t Know How She Does It” In The Perspective Of “The Mack Of Motherhood” Essays Examples

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Working Mothers: Everything you need to know

Whats Inside?

Working mothers versus housewives , challenges faced by working mothers, working mothers’ trends , working mothers’ statistics , how does a working mother affect a child.

Working mothers have been a topic of debate for decades. Some believe that women who work outside the home are better mothers because they are role models for their children. Others believe that working mothers are bad mothers because they are away from their children too much. Research show that working mothers have many benefits for children. 

When Marissa Mayer became the CEO of Yahoo! in 2012, she made headlines not just for her job title, but for her decision to take just a few weeks of maternity leave . She was the most visible working mother in the country, and made other women feel as though they had to choose between a successful career and motherhood. But instead of focusing on what women can’t do, let’s celebrate what they can do.

Working mothers face many challenges. There are the logistical problems — arranging child care , managing the household, finding time for yourself. Then there are the emotional challenges — the guilt, the worry, the sense that you should be doing more, the pressure to be the perfect mother and the best worker. And if you don't have an employer that offers maternity leave, the challenges are even greater.

Related: Women At Work And Why They Need Your Support

The debate over whether moms should work or stay at home with their children has long raged in the media. The advantages and hazards of moms focusing on their children's well-being are highly politicized. 

Related: Returning to work after pregnancy and the struggles that come with it

Today, women have the opportunity to pursue careers, pursue their education, and even start their own businesses . But that doesn't mean that women can't also be mothers. Today, women can have both a career and a family, thanks to the rise of the working mother. Pursuing higher education can significantly benefit working mothers, providing them with better career opportunities and financial stability. By earning an associates degree in psychology , mothers can further their knowledge and skills through flexible online programs, enabling them to strike a balance between work and family obligations.

When a woman works outside the house, she is able to provide opportunities for her children that she would not have been able to provide if she stayed at home. Children of working mothers have been shown to have higher incomes and become more successful in their careers . Being a working mother also gives a woman the chance to provide her family with other luxuries, such as trips and education. Working mothers also have a chance to provide their children with financial stability , which is something that is very important in today's economy.

Working mothers are good for children because they provide their children with a good role model. Children learn a lot from watching their mothers, including how to be successful in the workplace. They also learn how to manage their time, how to be a professional , and how to balance their responsibilities. Working mothers also provide their children with financial support, which is essential for their children's futures.

Working mothers give their children the opportunity to learn how to function in the world. Children who are raised by working mothers learn to take care of themselves, clean up after themselves, and sometimes even cook for themselves. Working mothers also provide their children with an understanding of the world. Children who are raised by working mothers learn about how to interact with other people.

Working mothers help their children understand the importance of a career , and they encourage them to work hard and pursue their dreams. This can help children to become independent adults. Further, working mothers provide their children with a better financial background. When their mothers are working, children learn to appreciate the value of money.

Working mothers are good for children because they offer unique role models for their children. Working mothers also provide their children with financial security. When both parents work, the family is able to live a better lifestyle than if one parent stayed at home.

Related: Jobs For Working From Home

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The biggest challenge faced by working mothers is the challenge of time. Working mothers are often faced with the challenge of finding enough time to be with their children and still work. This is a difficult challenge, but it can be overcome through good time management . When a working mother finds that she doesn't have enough time to do everything she needs to do, she can prioritize her tasks and complete the tasks that are the most important to her first.

When a woman works outside the home, she has the opportunity to offer her family with opportunities and luxuries that she would not have been able to provide if she stayed at home. Working mothers also have a chance to provide their children with financial stability, which is very important in today's economy. Being a working mother also gives a woman the chance to provide her family with other luxuries, such as vacations and education for her children.

The challenges faced by working mothers are perhaps the most difficult challenges that a woman must face. When a woman is a working mother, she is faced with the challenge of finding a balance between her career and her family. For many women, this has meant leaving their career at some point to raise their children, or at least reducing their hours so that they can be home with their children. This means that the mother is not able to provide her family with the financial security that she might otherwise be able to provide.

Research indicates that parenthood can lead to inaccurate perceptions that mothers are less competent, devoted, and productive in their professional roles. This phenomenon, known as the "motherhood penalty," results in lower pay for mothers and a higher likelihood of being passed over in hiring and promotion decisions. Surveys suggest that one in every three mothers has considered seeking less demanding job opportunities due to these challenges.

Working mothers trends have changed the working mother landscape. In the past, women who wanted to work often felt pressured to quit their jobs when they became mothers. Today, more women are working throughout their pregnancies and after their children are born. This has led to a greater understanding of the importance of women in the workplace.

Each year, women provide their families with the food, clothing, and shelter that they need to survive. Working women often provide their families with an even better quality of life than women who choose to stay at home. Working mothers have the opportunity to provide their families with financial stability, providing their families with the opportunities and luxuries that they would not have been able to provide if they stayed home.

Another trend that has changed the working mother landscape is the rise of the working father. Today, more and more fathers are working than ever before. This has led to a greater understanding of the importance of men in the workplace. When both parents work, the family is able to live a better lifestyle than if one parent stayed at home.

It was previously common for women to continue working after becoming moms. Today, more women work during their pregnancies and after their children are born.

Related: Remote working jobs you can do at home

The statistics on working mothers are interesting. In 2017, mothers who worked full-time were employed in almost half (48%) of all jobs. This is an increase from just 26% of all jobs held by working mothers in 2000. Today, more than one in five women (22%) work full-time while raising their children.

Statistics on working mothers also show that women are the primary breadwinners in a growing number of families. In 2017, women were the primary breadwinners in nearly half (47%) of all families with children. This is an increase from just 13% of families in 1970. Today, in nearly one-quarter (23%) of families, women are the primary breadwinners.

Half of U.S. families report difficulty finding child care, according to a survey by the Center for American Progress. One-in-five working parents say they have turned down a promotion because of work and parenting responsibilities.

The percentage of moms who were working while caring for their children at home fell by 22 percent between April 2019 and April 2020. The amount of time that parents spent on child care more than doubled, and women were responsible for the majority of it. People without college degrees quit their jobs at a rate that is twice as high as college graduates, and this is true for both women and men.

In the year 2020, over one-third of all working moms in the United States were employed in some capacity. The challenges that millions of working moms confront every day cannot be ignored or downplayed by their places of employment.

Related: Working Moms Are Struggling, Celebrating Mothers

Parenting is never easy, and being a working parent adds another layer of complexity to the already frustrating experience. The stress, time constraints, and constant juggling act have an impact on the parents and children, and have led some to question the value of having a parent at home. However, the reality is that being a working parent has many benefits for children, including better educational outcomes, increased social development, and a better sense of self-worth. The best way to understand the impact of a working mother on a child is to look at the research, which has shown that the benefits of a working parent far outweigh the drawbacks.

When a mother works, it often impacts the lives of the people closest to her: children. The amount of time a mother has to dedicate to her children, and the quality of her time with them, are both affected by her work schedule. Working moms sometimes have less time to spend with their children, and their jobs can have an effect on the way their children are brought up as well as the education they get. DeLancy Geddes, director of the Parenting in Technology Program at Harvard University, says that parents have to balance child care/support and work . 

When a working mother finds the time to provide the best care for her children, her children often benefit greatly. Parents who are able to focus on their children rather than their careers tend to have better relationships with their children, which leads to better education and behavior. Their children also tend to have better relationships with their parents, which in turn leads to better grades and behavior at school. Most of the time, working mothers are able to provide the best care for their children.

Examining the research that has been done on the subject is one of the most effective methods to gain an understanding of the effect that having a mother who is employed has on a kid. Children whose moms worked when they were young had greater levels of social development and self-esteem than children whose mothers didn't work, according to a study that was conducted in 2011 and published in the journal Child Development. 

In a study in 2012 and published in the Journal of Personality and Social Psychology found that children who had mothers who worked when they were young had superior academic performance.(USS study). Children whose moms worked when they were young had better levels of success and higher levels of schooling than children whose mothers didn't work, according to a study that was conducted in 2016 and published in the journal Human Development and Family Studies.

The research on the impact of working mother on children has found that the impact is overwhelmingly positive. Working mothers are able to provide their children with more education, which leads to better educational outcomes. A working mother may have more time to spend with her children and can dedicate more time to their education, which can help improve their grades. Working mothers also tend to have more money than stay-at-home mothers, which can be used to provide their children with a better education.

If women are required to work long hours or are subjected to stress as a result of their professions, it is possible that the quality and quantity of the interactions that mothers have with their children would suffer as a result. The Growing Up in Scotland research began in 2005/2006 and tracked 2,200 youngsters up until the time that they were around five years old. At the age of five, the children were evaluated on their capacity to reason by having them name items that were depicted in a pictorial booklet.

 The maturation of a child's cognitive and linguistic capabilities may be significantly influenced by both the individual features of the child and the environmental circumstances that the child is subjected to throughout their formative years. If women keep their jobs for a longer amount of time, there may be an influence of a mother's employment on children's cognitive development and growth in language, but this is only likely to happen if mothers keep their jobs for a longer period of time.

Part-time working moms are healthier and happier than stay-at-home moms, study finds. Researchers analyzed National Institute for Child Health and Human Development Study data. These findings were reported in the Journal of Family Psychology published by the APA in its December edition. According to the findings of the research, "in every instance where there were substantial differences in mother well-being, the comparison supported part-time work." According to the findings of this study, working women are equally as active in their child's education as stay-at-home mothers are. It would indicate that mothers who work part time are more responsive to the needs of their pre-school children.

Many different opinions exist on working mothers. Some people believe working mothers are bad for children's development, while others believe that working mothers are the best for children. Still others believe that working mothers are fine as long as they don't overwork or underparent. As is the case with most topics, the truth may be found somewhere in the middle.

Memory Nguwi is an Occupational Psychologist, Data Scientist, Speaker, & Managing Consultant- Industrial Psychology Consultants (Pvt) Ltd, a management and human resources consulting firm.Email: [email protected]  or visit our websites https://www.thehumancapitalhub.com/ and  www.ipcconsultants.com  

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Working moms have to look out for one another—because no one else will

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We now have the unique opportunity to change this paradigm one organization at a time. 

By Joy O'Renick February 11, 2023

Women are rising higher and faster in the workforce than ever before. We’re occupying more senior positions in businesses, government and media. We’re also entering and graduating from college at a substantially higher rate than men, which suggests that this trend toward female leadership and equity is (hopefully) unlikely to stop. 

As a young girl growing up in the late 80s and early 90s, I remember feeling stunned when watching a futuristic sci-fi movie that introduced a female vice president. At the time, she seemed as foreign a creature as the green aliens she and her male boss were battling. I can’t even remember the name of the movie, but I’m still struck by how differently little girls are experiencing what is “normal” for women to accomplish in 2023 than I did 30 years ago. 

Related: Why are women expected to work like they don’t have children and mother like they don’t work? 

The change is long overdue—and while still happening slowly, it is happening. Young women in the West don’t bat an eye when female vice presidents, prime ministers and CEOs grace their TV screens. These are assumed to be women’s roles (nearly) as much as men’s. 

While this is true for women in general, it’s much less true for women who are mothers. “Ambitious Like a Mother” by Lara Bazelon lays out in stark terms the double standard that still exists for professional women after they have children. Our culture now collectively encourages women to break glass ceilings and go after our highest ambitions—that is, until the day two pink lines appear on the pregnancy test. 

Then, as a 2022 New York Post article put it, there is still an expectation that women become “ 1950s housewives after they have kids. “

A 2012 University of Florida Levine College of Law study stated that bias against mothers is the strongest form of sex discrimination and among the strongest forms of employment discrimination today—and this was eight years before the pandemic made work inconceivably harder and more unequal for mothers. 

Related: It’s 2022, but for American mothers, it’s still the 1950s

As a mother to young children, I experience the impact of these attitudes personally, and feel everything from demoralized to enraged by them at different times. But I’m also fortunate to be a woman in a position of leadership, which means I get to make culture where I work. 

I’m a longtime high school principal and education director, and now the CEO of MARION , a sustainable maternity workwear brand that aims to elevate women by helping them continue dressing professionally while pregnant and breastfeeding. My roles as “boss” have provided me with the opportunity to shape the experiences of the mothers who work for me, as well as the accepted attitudes toward motherhood that exist in my organizations. 

It is unacceptable that working moms continue to be treated with outright discrimination. However, because women (and our allies) are occupying more positions of workplace authority, we now have the unique opportunity to change this paradigm one organization at a time. 

When I became a mother, I didn’t realize I was taking on a new baby and a new mission, but I now see it as an important responsibility to undo motherhood discrimination where I lead. Women in leadership everywhere can truly make the climate more hospitable and more equitable for the mothers around them. With a few simple practices, we have the power to change the narrative and the norms for everyone fortunate enough to work for us. Here’s how to support working moms.

5 ways to encourage support for working moms 

1. elevate motherhood by normalizing it at work.

How many times have you heard a group of colleagues in the workplace “water cooler” talking about fantasy football, or sat in a training or meeting and heard sports metaphors used to explain changes the boss wanted to see? Did you think twice about whether this was appropriate workplace conversation? Nope. Because sports are a male-dominant topic that has been normalized by generations of male-dominated workplaces. 

Have you ever questioned seeing the head of your company walk in with his golf bag slung over his shoulder, or when the senior leadership holds work meetings on the green? I’m guessing probably not, and for the same reasons. Sports have been integrated in workplace culture by a long line of golfing white males who were exclusively in charge for generations. The established culture says that male interests and concerns are valid workplace topics (even if they have nothing to do with the workplace) because those in authority have treated them as valid. 

Related: Women who ‘might’ have kids are less likely to get hired, says new study 

Well, you’re in authority now, and you have the same power to decide what’s valid and normal in the workplace. It’s easier than you might think. When you’re leading a training, swap out the sports analogy you may autopilot towards and use a baby care analogy instead. Chances are, the staff will be surprised at first, but most of them will know what you’re talking about. The moms in the room will likely feel seen and included in a way that they haven’t before. The single childless guy who doesn’t like it? Well, he’s got a great opportunity to learn something about diapers. 

Are you pumping milk at work ? Let your staff see you walk in with your pumping bag, and don’t be overly discreet about what it is. I’m not saying it’s necessary to loudly announce every time you’re going to pump, but a “privacy please” sign on your locked office door will be easily interpreted. It sends a strong signal: this is important and normal because the leader is doing it. 

2. Model giving yourself flexibility while continuing to do your job

Culture has trained professional moms to feel guilty for having family responsibilities, and has painted us as less committed because we have obligations outside of work. As a result, we feel pressure to make our parenting role invisible at the office, and feel shame if we have to make any adjustments in our work lives to take care of our kids. 

As the boss, you have the opportunity to change this mindset for your staff through the choices you make in your own parenting. Leave early and go to your baby’s pediatrician appointment if you need to. When you do, let it be known and don’t apologize. Send the message that mothers need and deserve to have accommodations for the realities of their lives. 

When you still give an amazing presentation or land a huge account the next day, you shut down the false idea that giving moms flexibility will result in their poor performance. Silence the critics and show other moms that in your organization, it’s OK to be a parent while also a professional.

Related: Why are women expected to work like they don’t have children and mother like they don’t work?

3. Openly communicate mom-supportive values

New moms need flexibility—to pump, to attend doctor appointments and to pick up sick babies from daycare. As a leader, be clear with your staff that you support parents’ needs. Provide your team with clear systems for accommodating these needs: When is it OK to work remotely? How do you flex time if you need to leave early? Who do you ask for clarification?  

Also, be clear with your expectations: It’s OK for parents to leave early or work from home under the following circumstances, but it’s not OK to be unprepared or not communicate schedule changes . Transparency reduces anxiety for your moms on staff because they know how to plan and avoid getting in trouble. It also takes the teeth out of non-parent grumbling because you’ve made it clear why accommodations are important and that quality work is still expected. 

4. Advocate

Sheryl Sandberg famously stated that she only understood the need for maternity parking spaces at Google after she personally had to walk the long distance from the parking lot to her office while she was hugely pregnant. The pain in her own feet prompted her to create a needed accommodation for all the pregnant employees who came after her. 

As mothers in positions of power, it’s important that we use our own experiences to better understand the struggle of other moms and invest in creating motherhood-friendly systems at work. Crucially, we also need to understand that, as women in positions of leadership, we likely have resources and power that our staff members don’t. 

Related: Motherhood has been my greatest career asset 

Our pregnant custodian or secretary doesn’t get to change the layout of the parking lot when she experiences physical discomfort. Most pregnant subordinates are also unlikely to make requests that benefit them personally, for fear of being seen as poor team players or selfish. We need to take the time to ask questions and understand parenting challenges that lesser-resourced mothers on our team may be facing, and invest in meeting their different needs. 

As our children grow and we get farther away from new motherhood, it can also be easy to lose the connection to the holding-on-for-dear-life experience of that time. To continue authentically supporting new mothers , we must strive to stay connected to their needs through the same practice of asking questions, listening, and investing in systems that create equity for moms. 

5. Make yourself available as a resource

I am intentional about elevating the driven, high-performing women on my teams. I work to build mentoring relationships with them and am delighted to share knowledge and connections that will advance their goals. 

Unexpectedly, one of the biggest compliments I now receive as a leader is when a current or former employee contacts me out of the blue, and asks if I’d be willing to get together with her. When we meet, she never orders alcohol.

She nervously begins the conversation with, “So… I’m pregnant. And I’m worried because I want to keep being great at my job, but now I’m exhausted and vomiting every day, and I’m afraid I suddenly won’t be myself anymore when this baby is born. You run your own company and you’re such a great mom. I just wanted to ask you for advice about how to do… this, ” and gestures toward her middle. 

Related: LinkedIn aims to erase stigma for moms with career gaps in their resume 

For driven professional women transitioning into new motherhood, it’s deeply reassuring to have access to a mentor who has been there and who has continued to grow their career while being a visibly committed parent. This is one of the biggest gifts we can give to other working moms: to show them what it looks like to juggle parenthood and a career (sort of) and to be a sounding board for the doubts and worries that come with the journey. 

We also get to model giving ourselves grace when things are a struggle, and being real about that struggle. I am honored when a woman who has worked for me feels comfortable asking me for career mom advice, and I always make time to invest in supporting her, no matter how busy the week. I also make it clear to these driven professionals that they are tasked with doing the same for the mothers who come after them.

It still surprises me, even a decade into holding executive positions, how much power a leader has to establish what should be respected, and how the lightest touch can prompt people to see it the way you do. Signal through your words & actions that yours is an office culture that respects motherhood and acknowledges what it’s like being a working mom. Support women around you who are experiencing new motherhood, and task them with paying it forward. This is how we create a permanent, self-replicating workforce culture that truly elevates working moms.

This story is a part of The Motherly Collective contributor network where we showcase the stories, experiences and advice from brands, writers and experts who want to share their perspective with our community. We believe that there is no single story of motherhood, and that every mother's journey is unique. By amplifying each mother's experience and offering expert-driven content, we can support, inform and inspire each other on this incredible journey. If you're interested in contributing to The Motherly Collective please click here .

I was conflicted about having a third child—here’s what I’ve learned during my daughter’s first year

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Why Working Moms Need To Support Each Other

To working moms everywhere: i am here, cheering you on.

It took me over a decade of parenting to fully appreciate how much I rely on the support of workplace moms I don’t know very well.

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Essay on Mother for Students and Children

500 words essay on mother for school students.

First of all, Mother is a word which fills everyone with emotions . A Mother is certainly the most important human being in everyone’s life. Mother’s Love for her child certainly cannot be compared with anything. Her level of forgiveness is unmatchable. A Mother is capable of forgiving any wrongdoing. Mother is the most important woman in everyone’s life. A mother sacrifices her happiness for her child. No one else can care for their kids the way a Mother does.  A Mother is great and does not need anyone like me explaining that. This essay on Mother is a small attempt to discover the greatness of a mother.

Importance of a Mother

First of all, Mothers are highly responsible women. They certainly play a very important role in the upbringing of a chil d. Most noteworthy, Mothers play a huge role in determining a child’s attitude. Whether a child will be good or evil in the future depends upon the Mother. The moral values taught by Mother probably play a huge role. Individuals often remember their Mother’s values until old age. Hence, the Mother is responsible for the well-being of society. The future of society in a large way is the result of a Mother’s teaching.

Mothers share a deep connection with their children. This connection certainly cannot be matched by anyone else. Even fathers fail to establish that type of understanding. The origins of this connection happen from infancy. Most noteworthy, a Mother can understand her infant child without communication. This certainly develops a strong emotional connection between a mother and child. This bond seems to carry into adult life. A Mother, it seems like, can always tell when we are feeling hungry.

Mothers also are the emotional backbone of the family. They support everyone’s feeling in a family. Family members can certainly tell their emotions to Mothers without worry. An individual can share almost any secret with Mother. This is because Mothers have a huge level of trust with their family. Furthermore, Mothers have an extremely forgiving nature. Hence, even wrongdoing can be shared with a Mother.

Get the huge list of more than 500 Essay Topics and Ideas

How to Support Mothers?

First of all, Mothers are precious gifts from God. Without mothers, life would certainly be dark and gloomy. Therefore, it is our duty to help and support our Mothers. One important way to do that is to help in chores. Individuals must try to do more household work. This would certainly reduce the burden of Mothers. Hence, this will also improve her health. Another way of supporting Mothers is to speak words of affirmation.

Most noteworthy, a Mother’s heart is made of gold. A few words of acknowledgment would fill her heart with happiness. There are probably several ways of doing so. One way is to praise the meal cooked by her. Above all, such acknowledgment should come on a regular basis.

A Mother is a gem in everyone’s life. She is the ultimate source of happiness for a child. Her contributions are certainly too great to imagine. Above all, her love is pure and innocent. To find a Mother who does not love is probably an impossible task.

Read some awesome Essay Writing Tips here.

FAQs  – Essay on Mother

Q.1 At what age a child forms an emotional connection with Mother?

A.1 A child forms an emotional connection with his mother from the age of infancy.

Q.2 Mention one way in which children can help their Mothers.

A.2 Children can help their Mothers by speaking words of acknowledgment. This is one way of certainly helping Mothers.

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Mother's Point of View In 'Everyday Use'

The short story Everyday Use written by Alice Walker, is written in Mother's point of view. As the story starts, she reluctantly anticipates the arrival of her oldest little girl Dee. Mother remains close to her pulled back and physically scarred more youthful girl Maggie....

• Everyday Use

Sharacter of Mother In “Everyday Use” by Alice Walker

In “Everyday Use” by Alice Walker, Mama is at first callous and hardened by events from her life, but shows that she has a warm sentiment for her two children. She is a character who, through the antagonistic behavior from one of her daughters, exhibits...

• Alice Walker

Teenage Moms as Role Models for Younger Generation

Are Young Mums Role Models? The typical 'teen mum': irresponsible, a bad mum, a secondary school dropout and living in poverty. They are portrayed to the British public in the media as careless and incapable mothers, but do we really think beyond the snap judgements...

My Mother as an Inspirational Figure

During my adolescent years, my life had been dramatically changed forever when my parents got divorced. At this point in my life, I felt distraught and lost. My mother, Silva, showed me the way of enlightenment by teaching me to be a self-sufficient, independent woman....

• Inspiration

Do Legal-Status Mothers Take On More Responsibility Than Their Unauthorized Spouses?

Families all around the world have immigrated to the United States for a variety of reasons. My family came into this country during the wave of the 1960s created from the Bracero Program where hundreds of Mexicans entered the US. My grandfather was able to...

• Family Values
• Responsibility

Mother's Working Conditions As A Social Determinant Of Infant Mortality Rate

The infant (children under one year) mortality rate (IMR) is an important measure of health condition of a country’s population and mother’s working conditions are assumed to have a notable influence on IMR. IMR is defined as the number of deaths of children under one...

Best topics on Mother

1. Why Chinese Mothers Are Superior: Exploring the Controversy

2. The Person I Admire the Most: My Mother

3. The Impact of Mother Influence: Shaping Lives and Nurturing Futures

4. Taking Care of My Sick Mother: A Journey of Love and Dedication

5. Navigating College as a Single Mother

6. My Mother’s Narrative: A Life’s Symphony

7. My Mother: A Portrait of Unconditional Love and Strength

8. My Mother: A Portrait of Love and Strength

9. Comparing “Walking Away” and “Mother, Any Distance”

10. Comparing “Mother to Son” and “The Road Not Taken”

11. About My Mother: A Beacon of Love, Wisdom, and Inspiration

12. A Mother’s Love: A Timeless Embrace of Unconditional Affection

13. A Character Sketch of My Mother: Unveiling the Portrait

14. “The Joy Luck Club”: Exploring Mother-Daughter Relationships

15. Why My Mom is My Role Model

• Personal Experience
• Perseverance
• Car Accident
• Life Lesson
• Beowulf Hero

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