Only 20% of working mothers report that they are thriving and fulfilled in their daily lives. AIFS
Having at least 30% of women in leadership positions adds 6% to net profit margin. (Ernst and Young Study 2016)
Working mothers have a specific set of challenges
Working mothers have a specific set of challenges such as logistics juggle, sleep deprivation, competing demands, mum guilt, separation anxiety, and the inner critic, which can lead to stress, poor performance and unhappiness.
Recent research shows that the productivity of mothers who recently returned to work and their children were toddlers, their productivity was 15-17% below the productivity of women who did not have children. The mental transition of mt to work ohers returning
This stress is invisible to many employers as the mothers are known take out their stress at home rather than at work.
30% of Australian working mothers reported a strong tension between home and work.
Stress is usually exhibited more at home than at work and so is invisible to the employer.
Working mothers also have a specific set of strengths
From research conducted by large organisations such as Gallup, articles reported in Forbes and Inc.com, plus research analysis that I conducted in detail on a large AS400 company, all shows that on average working mothers have strengths which contribute to them being more constructive leaders than others. Having a child changes a woman's view of the world and provides a mother with more daily leadership, growth and management challenges and experience than she typically gets on the job in an office. These include:
Improved performance management and development skills
Questioning and negotiating skills
Cross-functional collaboration skills
Mothers in leadership benefit organisations long term.
I have worked with many mothers who are incredible leaders and know instinctively that mothers benefit organisations in the long run. I know this in my gut and anecdotally from conversations with other mums and managing talent and succession plans. Research backs this up. Here are some findings from the research.
Over the course of a 30-year career, mothers outperformed women without children at almost every stage of their working lives. (Federal Reserve Bank of St Louis (2014) )
The Regus report found that 77% of respondents believed organisations who ignored mothers returning to work part-time are missing out on a significant and valuable part of the talent pool.
Women in flexible roles (part-time, contract or casual), who are primarily mothers, are the most productive members of the Australian workforce. (Ernst and Young for the Workplace Gender Equality Agency)
Having at least 30% of women in leadership positions, or the “C-suite,” adds 6% to net profit margin. (Ernst and Young Study 2016) Given that most women at this level are mothers, this is generalised to mothers. Retaining those women after they have children is crucial to living and benefitting from this statistic.
Use brain-friendly wellbeing and balance strategies to help working mothers thrive.
Transitional coaching, which the Australian Human Rights Commission deems to be leading practice, helps mothers to move into being a thriving working mother engaged fully in her career and her home by shifting the missing piece in the employers' of choice HR policies and practices - the mothers' mindsets.
Many organisations have the recommended flexible working practices, childcare assistance, leave subsidies etc but they are not being utilised. They are not being utilised fully because mothers haven't made the psychological and emotional transition in their minds to being thriving working mothers who smash their results by day and hug their family by night.
I coach these talented working mothers to remove their mental blocks and shift their mindsets to uplevel their performance by bringing more of their authentic self to work. In every coaching program or workshop, there are 4 major shifts to be made in order to thrive as a working mother in a leadership position:
Comparison to Compassion
Absence to Attention
Resigned to Resilient
Engulfed to Empowered
By making this psychological transition with these 4 shifts, these valuable women can use their strengths to overcome their challenges and thrive as leaders, as mothers, and as human beings.
The care factor can partner with you through a suite of affordable and value-adding programs to help your mothers make that psychological transition so they can thrive in leadership positions, and you can be known as an employer of choice for women.
All programs can be customised to your particular situation if necessary.
Click on the relevant program to learn more or book an initial discussion about your specific needs.