Strange though it is, we still grapple with the subject of barriers to women reaching the top. Last century’s commentators talked of women facing the “glass ceiling” where their ambitions for the top jobs seemed to be capped by the invisible forces of workplace culture and discrimination. 

Mummy track battle

Today, things are changing: many more women today reach the boardroom, take on the top roles in both private and public sector, and are visible in all walks of public life. But today’s battle seems to be how to get off the “mummy track” where women with children are sidelined in the workplace. Do women have to choose family or career? If not, how do we speed the pace of change and what is the role of employers in helping change workplace culture?

Open discrimination in the workplace: women of childbearing age

The bad news is that many women are still working well below their potential, and paying the price for taking time out of the labour market when they have children. Some face open discrimination – though it is illegal, some 30,000 women a year still lose their jobs simply because of pregnancy or maternity. Others face the insidious discrimination characterised by Alan Sugar’s recent comments that employers should be able to quiz women about their family life: the fact is that there are employers in today’s supposed enlightened age who choose not to appoint women of childbearing age.

Part-time penalities - gender pay gap

The other key factor is the change that happens in mothers’ employment patterns after having a baby. Recent research shows that while 63% of mothers were working full-time before the birth, this dropped to 34% after the birth. Part-time work often brings penalties in terms of pay and promotion. The gender pay gap means that women working full-time are already paid on average 17% an hour less than men, and this increases to 36% if they work part-time. 

The EOC found that out of every 10 part-timers, five have previously held jobs requiring higher levels of skills or qualifications or more managerial or supervisory responsibility, while a further three said they could easily work at a higher level. With a working culture that appears to value long hours and presenteeism, it is no wonder that women working part-time find it hard to get to the top.  

£23 billion economy impact

The impact of sidelining women resonates far beyond their own family finances. Employers may be losing or wasting the available talent, while the Women and Work Commission put the cost of under using women’s skills at up to £23 billion – or two percent of GDP - to the UK economy.

Changing perceptions

But it doesn’t have to be this way. Good employers have already taken huge strides in retaining women in work after maternity, and many have also recognised the need to accommodate different working patterns, without loss of status or money.  While the paucity of quality part-time work has been a major barrier to taking on senior roles, perceptions are changing.   

Flexible working - a winning solution - the proof

Working Families recognises that employers want to see the impact on the bottom line of organising work differently. We produced two reports with case studies on working flexibly at senior and managerial levels in both the private and public sector to demonstrate how it can be – and is being – done. Our research into flexible working has shown a strong business case for facilitating senior managers – both women and men – to work on a reduced hours or flexible basis. There are links with retention, recruitment, energy, enthusiasm, effectiveness, motivation and long term loyalty. Both employers and employees are winners. Our latest research also shows the positive relationship between flexible working and performance.

Women don't have to lose status!

Flexible working for women returners has not always been used imaginatively. Employers and employees should look at a range of options that suit the post – part-time working may not always be the best solution. Job-sharing, working from home, flexitime and compressed hours can all allow women to balance their caring responsibilities with their work without losing status. 

Cutting edge organisations - senior and visible role models

Having senior and visible role models working flexibly sends a powerful message to the rest of the organisation, and can act as a lever for further change. Cutting edge employers look to the workplace of the future, where many more workers – men and women – will be choosing portmanteau careers, working part-time while they receive training, taking time out to care for older relatives, or simply seeking a better work-life balance. 

Employer's tool to improve recruitment, retention and performance

Flexible working has too often been used as a blunt instrument to allow mothers to return to work part-time, but could be a hugely powerful tool – to improve recruitment, retention and performance - in a good employer’s hands. 

SPECIAL FORUM: 

Changeboard has also set up a special forum, so if you want to throw out any questions to this week's panel of experts, please write your questions or comments by clicking on this link - which will lead you to our special maternity debate forum