Motherhood and the Labour Market
"Are you planning to have children?" is a question many women hear during job interviews, even though they shouldn't. Many employers still ask it out of fear of hiring people, especially women, who have or will have small children. There's a non-zero probability that by doing so, they are making their own path to success more difficult!
In the labor market, one can still – unfortunately – encounter the belief that hiring a woman who is a mother of a young child (or children) is troublesome and unprofitable for the employer. Employers who hold this belief often add their own “two cents” to the so-called “motherhood penalty.” This term refers to the negative consequences of motherhood experienced by women who combine family and professional roles.
The first warning sign that an employer may hold such a belief often appears during the initial contact between the candidate and the organization – during the job interview. These are questions about plans to start a family and about having children.
According to research by Małgorzata Szyszka in 2016, one of the most common forms of discrimination in professional life experienced by respondents was unequal treatment based on having children or being pregnant (43%). The Office of the Commissioner for Human Rights reports that 32% of respondents encountered situations in their environment where a female candidate was asked about her family plans during a job interview. Making hiring decisions based on a candidate’s response to such questions would violate Article 18 [3a] of the Labor Code, which mandates equal treatment in employment. Therefore, there is no reason for an employer to ask such questions during an interview.
In this light, it is ironic that employers who hold this belief, “out of concern” for financial results, devote energy more to avoiding hiring women with children than to building a friendly and supportive workplace – likely achieving the opposite of their intended goal.
A socially, economically, and… business-wise harmful myth
Hiring women, including mothers, brings benefits not only socially (promoting gender equality and providing career development opportunities regardless of personal circumstances) but also from a business perspective – it can directly contribute to organizational success.
Photo: Weronika Dyląg
Research by McKinsey and LeanIn.org provides key statistics demonstrating a clear correlation between organizational diversity and financial performance.
Companies with the highest representation of women on executive committees achieve up to 47% higher return on equity. In contrast, businesses with no women in managerial positions report lower financial performance.
McKinsey emphasizes that correlation alone does not prove direct causation. However, data from the past ten years consistently show a significant link between diversity at managerial levels and better financial performance of companies.
From a local perspective, the Polish Economic Institute estimates that the increase in female employment contributed to approximately two-fifths of Poland’s economic growth. Moreover, according to the report “Motherhood and Workforce Participation”, if more women enter the workforce, Poland’s GDP could be higher by an estimated 270 billion PLN by 2025.
A little bit of psychology
Although the cause of this situation may not be directly related to gender, but rather indirectly—for example, the way girls are socialized—female employees often exhibit many desirable traits. What distinguishes women? Bogdan Wojciszke highlights several such traits. Primarily, these are communication skills. Women are often better at nonverbal communication, which includes both sending and receiving nonverbal signals. This makes them effective in managing social interactions and conflicts. Other valuable personal resources women bring are empathy and social skills. Women often show greater empathy and focus on social relationships, which is valuable in team building and maintaining a healthy work environment. They support a collaborative atmosphere, which is crucial in dynamic and complex workplaces. According to Wojciszke, compared to men, women tend to be slightly more open, capable of seeking compromise, and conscientious.
Research
In the study “Women in the Polish Labor Market – 2023,” women identified their most important strengths at work. The most frequently mentioned was independence in performing tasks—63% of respondents. Next were the ability to acquire new knowledge (56%) and adaptability to new conditions (49%). Quick learning of new technologies was also important, noted by 47% of the respondents.
Women also emphasized their strengths in work attitudes and relationships. These included a positive approach to professional challenges and difficulties (46%) and empathy toward colleagues (45%). Building good relationships with supervisors (42%) and clients (41%) was also considered important.
Photo: Weronika Dyląg
Attention to detail, responsibility, and openness to new experiences are traits highly valued across many industries and positions—and these can often be found among mothers. Analyzing leadership roles in patriarchal societies, which dominate globally, shows that although power is often associated with masculinity, research does not indicate significant gender differences in acquiring or exercising authority. Women do not differ from men in management style or effectiveness. Despite stereotypical preferences regarding management approaches, in practice both women and men can successfully adapt to the requirements of their organizations.
Why is it worth hiring mothers?
According to the report “Motherhood and Professional Activity” prepared by the Fundacja Rodzic w Mieście, 94.4% of mothers who are not currently working professionally plan to return to the labor market. This is especially relevant as the traditional family model is changing, supported by proposed legislative solutions – with fathers increasingly taking an active role in family life and daily childcare.
How can an employer benefit from hiring such employees? The aforementioned report highlights very specific advantages:
- The possibility of hiring someone with many years of professional experience.
- They have clearly defined life goals and are stable in their personal lives.
- Additionally, they are efficient and committed to their work. Wanting to get home to their child, they perform their duties effectively.
- By employing a mother, you gain a loyal and dedicated employee. Studies show that mothers value employers who offer support and rarely decide to change jobs.
- Moreover, the soft skills that mothers develop while caring for children—such as empathy, organization, conflict resolution, and multitasking—have a positive impact on team performance.
- Introducing greater diversity into the organization.
- The life experiences of mothers bring new and valuable perspectives to team solutions.
There’s no such thing as a “free lunch”
ChatGPT said: Employers’ reluctance to hire women planning to start a family, and especially mothers, is not only based on stereotypes about gender roles. It often also stems from an approach where the employee is expected to put all the effort into work and workplace relationships. Wise employers, however, know that to reap the benefits of hiring mothers, they themselves must show understanding and flexibility. Such an attitude fosters better collaboration and increases employee engagement.
Photo: Weronika Dyląg
According to a research report by the Fundacja Rodzic w Mieście, 67% of mothers consider flexible working hours to be the greatest support, as it allows them to more easily combine professional and family responsibilities. Meanwhile, 48% of mothers value the possibility of remote work. Many would return to work sooner after giving birth if employers offered part-time employment options.
Depending on the organization of work and the employer's capabilities, various support measures can be implemented, such as on-site nurseries or kindergartens, as well as dedicated spaces for breastfeeding. Additionally, it is worthwhile to offer extra non-statutory vacation days or paid time off. Organizing professional development workshops is also beneficial. Social change should be supported by providing similar accommodations for fathers. Flexible working hours, as well as remote and hybrid work options, help parents of both genders better organize their time, life, and responsibilities.
Regardless of the measures chosen, the best solutions are selected by examining the needs and concerns of working parents. For 80% of Polish employees, family happiness is one of the most important factors influencing life satisfaction. That is why a content employee works more efficiently and with greater engagement.
Organizational culture
Employers’ reluctance to hire women planning to start a family, especially mothers with children, stems not only from entrenched beliefs about gender roles but also from the notion that the employee should bear the full effort in work and company relationships. A wise employer, however, knows that to reap the benefits of hiring mothers, they must show understanding and support for their needs.
Implementing parent-friendly solutions also has an impact on organizational culture. Individuals planning to start a family are less likely to fear job loss. Meanwhile, those taking parental leave are more willing and quicker to return to their duties if they can adjust the work pace and onboarding process to their needs.
Clear communication of changes and benefits is crucial. All employees must understand that these are not “undeserved perks” but solutions that support the functioning of the entire company. At the same time, it is important to ensure that employees without children do not feel discriminated against. Their work-life balance must also be respected.
Consciously implementing an inclusive and equality-focused policy increases the attractiveness of the workplace. It supports employee loyalty and their engagement in the life of the company. As a result, it contributes to better organizational performance.
Supporting Equality in the Workplace
At Finture, we are not only open to employing women, including mothers, but we also actively support working parents. We implement a social responsibility policy that promotes diversity and equality. Currently, 40% of our employees are women. We offer flexible working hours, as well as hybrid and remote work options. We also have employees working part-time. We listen to the needs of each individual and strive to develop solutions that are satisfactory for everyone. We want all our employees to fulfill their professional potential on equal terms. Achieving this requires breaking down barriers and stereotypes, as well as recognizing that equal conditions mean different needs.
We support both working mothers and fathers. We know that broader social and legislative changes will take time, but we contribute our part. It is not uncommon during video calls for parents to show their children during breaks. By normalizing such situations, everyone understands that a valuable, engaged, and professional employee does not have to completely separate family matters from work, regardless of gender. Both fathers and mothers can count on understanding from managers in unexpected situations and when their children are ill.
Summary
We believe that an effective workplace allows employees to balance their most important personal matters with their professional responsibilities. At the same time, it addresses the needs of both female and male employees. It recognizes that their lives do not end at the office walls but continue beyond them. Satisfaction and balance in all aspects of daily life impact engagement and work efficiency. That is why this approach is not just a collection of nice-sounding statements—it is, above all, the future of building engaged and effective teams.
Sources
- Why Gender Equity in the Workplace is Good for Business, Mary Sharp Emerson
- Polish Economic Institute (2023), The Situation of Women in Poland from a Socio-Economic Perspective, Warsaw
- “The Motherhood Penalty” in the Perception of Women in Managerial Positions, Joanna M. Moczydłowska
- Psychological Gender Differences, Bogdan Wojciszke
- „Engaged and Ambitious. Women in the Polish Labour Market”
- Women in the Labour Market – Why Do Employers Choose Men? – (worksy.pl)
- Are Women in Poland Discriminated Against? Are Stereotypes Governing Us?, Commissioner for Human Rights
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