EXPECTING MORE: 

The Motherhood Penalty and its Impact on Canadian Women in the Workplace

A Collaborative Report with Maturn

In the pursuit of gender equity, one of the most persistent obstacles faced by employed mothers in Canada remains the motherhood penalty. Despite significant strides towards equality, the challenges experienced by mothers during maternity leave and their subsequent return to the workforce continue to hinder progress. The Brand is Female is thrilled to have collaborated with Maturn to delve into this issue through a comprehensive survey of over 1,000 employed mothers across Canada. The resulting report, “EXPECTING MORE: The Motherhood Penalty and its Impact on Canadian Women in the Workplace,” sheds light on the systemic barriers faced by working mothers and provides actionable recommendations for fostering inclusive and supportive workplace environments.

Understanding the Motherhood Penalty:

The motherhood penalty is a multifaceted issue that contributes to the gender wage gap, the underrepresentation of women in leadership roles, and the exit of women from the workforce. Maturn’s survey revealed alarming statistics, with nearly half of respondents expressing dissatisfaction with their organizations’ support during maternity leave, and a third contemplating leaving their jobs due to inadequate support. These findings underscore the urgent need for employers to adopt comprehensive strategies to support mothers throughout their professional and personal journeys.

Key Pillars for Creating Inclusive Workplaces:

The report identifies five key pillars essential for creating inclusive and supportive workplaces for mothers:

1. Foster career development and inclusive work environments: Insights reveal 47% of respondents said an overall transition and communications plan would have made their transition to maternity leave and return to work better, and 50% faced challenges proving their professional worth post-maternity leave. Recommendations include objective promotion and pay criteria, comprehensive training programs, and revised performance evaluations.
2. Mental health support: Over 50% express anxiety about returning to work, emphasizing the need for dedicated maternal mental health support including gradual return to work options, coaching programs, and professional counseling services.
3. Flexible work arrangements: Half of respondents express the need for assistance in juggling motherhood and leadership roles, emphasizing the demand for flexible work policies such as remote/hybrid work options, gradual return to work and increased personal/family days.
4. The childcare crisis: Over 60% believe better childcare support would have improved their return to work, exposing the need for accessible and affordable childcare support such as paid childcare, onsite daycare facilities and childcare navigation resources.
5. Provide financial maternity leave top-up: With almost 40% receiving no additional maternity leave benefits beyond Employment Insurance, organizations should prioritize providing adequate paid maternity leave and top-up payments to alleviate the financial challenges faced by new mothers.

Maturn’s Mission to Eliminate the Motherhood Penalty:

In the journey towards addressing the motherhood penalty, Maturn plays a pivotal role in providing support and guidance to both mothers and organizations. As Canada’s first organization dedicated to supporting mothers and organizations through the transition of maternity leave and the formative years of motherhood, Maturn brings a wealth of expertise and resources to the table. Through their comprehensive programs and services, Maturn empowers mothers to navigate the complexities of maternity leave and return to the workforce with confidence and ease.

The Collaborative Effort to Advance Gender Equity and Support Working Mothers:

The Brand is Female is incredibly fortunate to have done this partnership with Maturn to advance gender equity and support mothers in the workplace. The report underscores the pressing need for systemic change to address the motherhood penalty in Canadian workplaces. By implementing the recommendations outlined in the report, employers can create more inclusive and equitable environments where employed mothers can thrive. Together, we can pave the way for a future where every individual, regardless of parental status, has the opportunity to succeed and contribute meaningfully in the workplace.