The Power of Motherhood: Tapping into a Talented Workforce

A recent report from the U.S. Department of Labor’s Women’s Bureau found women are the equal, primary, or sole earners in about 40% of households with children under 18. Despite the fact that mothers play such a crucial role in family finances, around ten million mothers left the workforce after the pandemic and many have not returned. This article explores the unique superpowers of mothers in the workforce and how companies can attract, and retain more of them.

Moms Are Multitasking Mavens

If you have ever tried to wrangle multiple children at bedtime, you understand how mothers are experts at juggling multiple tasks and competing stakeholders on a tight deadline. Years of experience managing households, schedules, and budgets have honed their multitasking skills.

Make your company more attractive to these multi-skilled workers by providing flexibility on the job. This could mean flexible schedules that work around school pickup times, remote or hybrid options where appropriate, or reduced hour and part-time positions for moms who are available during school hours.

Of the women who were still working in 2022, 29% of them thought about reducing their hours, taking a less demanding job, or leaving the workforce altogether. By offering flexible work arrangements, businesses can attract and retain talented mothers who can handle complex tasks while managing teams and time.

The Power of Adaptability

Motherhood is a constant journey of adaptation. Children evolve at breakneck speed, and mothers are there to think on their feet and find creative solutions to unexpected challenges. This perpetual problem-solving experience molds moms into highly adaptable professionals who can find solutions in the face of challenging circumstances. Moms are also known for keeping a cool head in stressful situations.

Lean into this adaptability by providing opportunities for working moms to shine in their roles. Ask about a woman’s professional ambitions and give her the tools and opportunities to go after those goals. In a recent survey, 48% of women leaders said they left a job in the past two years because they wanted more opportunity to advance. In the same report, 37% said they had a coworker get credit for their idea. To retain these powerhouse problem solvers, be aware of these issues and create opportunities for recognition and growth.

Leading the Next Generation

Mothers develop natural leadership qualities that stem from being caregivers and role models. They are usually the CEOs of their households. As they nurture and empower their kids at home, this skill naturally extends to the workplace where they can create engaged and motivated teams.

Encourage working moms to enter leadership roles – either on project teams or as part of management or leadership, especially to chart initiatives that will improve employee or customer engagement. Chances are, she’ll bring a lot to the table.

Including working moms in these types of leadership roles also helps younger women who may question if they can balance work and family life. Two-thirds of women under 30 say they would be more interested in advancing in a company if they saw senior leaders with the work-life balance they want. By providing an accommodating experience for working moms, companies send the signal to younger employees that they will have a positive experience with the company if they have children.

Incorporating mothers into the workforce provides a strategic advantage for companies that tap into their power. To help support employers, the Texas Workforce Commission’s Child Care Expansion Initiative provides grants to help launch on-site or employer-supported childcare. By providing childcare solutions, businesses help alleviate the burden on working mothers and create a family-friendly environment to attract and retain talent.