How Employers Can Bring Moms Back Into Post-Pandemic Workforce


  • According to surveys, 69% of parents with children in the home are looking forward to returning to work, compared to 67% of those without kids at home. 
  • As an employment benefit, companies should consider giving childcare help.

The unemployment rate was even higher for women with children and almost 1.4 million fewer moms of school-aged children actively working in that same period than the prior year, says an article published in Forbes.

According to a survey of more than 1,800 people conducted by Syndio and The Female Quotient, 69% of parents with kids in the home said they are looking forward to returning to work, compared with 67% of people without kids at home. It’s easy to see why—being a Zoom parent and teacher proxy while also working remotely amid an ongoing pandemic and multiple lockdowns was no easy feat. Here are a few ways companies can address the needs of working mothers in the aftermath of Covid:

Flexible work hours

Flexibility is essential not only in terms of hours and schedule but also in terms of location. In comparison to 56.8% of those without children at home, over two-thirds (63.7%) of parents who intend to work after Covid stated that flexibility in where they work after Covid is more important than before. While waiting in the carpool lane, parents should engage in a Zoom call from their car or establish hours that correspond to their child’s school calendar. At the end of the day, what counts most is that it is completed, not when or where it is completed. 

Competitive salaries

More than 54% of women who left the workforce during the pandemic expect to be paid less when they return, whereas 45.9% of men expect less. Almost a third of parents believe they will make less money than they did previously. According to McKinsey & Company, financial uncertainty has been one of the most significant issues that women in the workforce have experienced throughout the pandemic, according to McKinsey & Company. Companies can alleviate these difficulties by paying the same salary for a position regardless of its geographic location or whether it will be remote. Performance assessments should also be revisited to ensure that targets set before the pandemic are still achievable.

Caregiving Benefits

Childcare is no longer a personal concern but rather a corporate need. We all benefit when we support working mothers and encourage businesses to invest in caregiving. The benefits are apparent: assisting employees in reducing stress leads to increased employee retention and a more equal workplace. As an employee benefit, consider providing childcare assistance. Employers in California and Massachusetts contribute to a fund that employees can use for any sort of caregiving, such as for a kid, spouse, or elderly relative.

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Source: Forbes



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