What is the motherhood penalty: or a few words about the "motherhood penalty"

Have you ever wondered how motherhood affects women's professional situation? What is TZW. motherhood penalty and why we increasingly encounter the concept motherhood penalties? This phenomenon refers to the differences in pay and career opportunities between women who are mothers and other employees. Are there ways to reduce these differences?

In this article we will explain what this phenomenon is. motherhood penalty. We will indicate what its causes may be. In addition, we will discuss why it is worth discussing this topic and how it affects the professional situation of women. We invite you to read the text, from which you will learn more about the challenges related to combining career with motherhood.

What is motherhood penalty?

Have you ever come across the concept motherhood penalty? What is the so-called punishment for motherhood? Reflecting on the definition, to put it very simply, it can be said that it is a concept describing differences in earnings and career opportunities that appear for women after giving birth.

Research by Harvard economics professor Claudia Goldin shows that after having a child, women often face barriers that fathers don’t experience to the same extent. This can include slower career progression, lower earnings, and limited opportunities for promotion—effects that are often associated with reduced work hours and increased childcare commitments.

The motherhood penalty is mainly due to the unequal division of household and caregiving responsibilities that traditionally fall to women. Although many companies declare their willingness to support work-life balance, the reality shows that women-mothers have more difficulty maintaining full-time employment. This has the effect of widening the pay gap between mothers and fathers, even though both groups may have similar qualifications and professional experience.

Motherhood penalty: definition

Motherhood penalty, actually punishment for motherhood, is a concept that describes the inequalities faced by women in the labor market after giving birth. 

According to Claudia Goldin's report, motherhood penalty is related to the difference in earnings and career development opportunities between women who are mothers and men who are fathers. The motherhood penalty means lower pay, limited opportunities for promotion, and slower career development, which is a result of the need to adjust working hours to the needs of childcare. [1]

In practice motherhood penalty means that women who decide to become mothers often give up full-time employment, which leads to limited opportunities for professional development. Examples include lower pay compared to men, fewer opportunities for promotion or the possibility of engaging in more prestigious projects. Claudia Goldin notes that this phenomenon is one of the key factors contributing to the persistence of the gender pay gap. [1]

The main causes of the phenomenon motherhood penalty

Motherhood penalty, czyli punishment for motherhood, results from many factors, both:

• cultural, 
• economic, 
• and social. 

Claudia Goldin, in her research on wage differences, points out that one of the main reasons is traditional division of roles in the family, in which women are more likely to take on childcare responsibilities. This results in fewer hours worked, a shift to flexible employment or career breaks, which translates into fewer opportunities for promotion and lower pay. [1]

Cultural expectationsthat society has towards mothers also significantly influences this phenomenon. Mothers are more often perceived as less available, which leads to limited opportunities for them to engage in demanding projects or advance.

Economic realities are also not favourable to women mothers – the lack of sufficient support in the form of available nurseries or flexible working hours means that many women have to adapt their careers to the needs of their families, which results in a greater risk of losing opportunities for professional development compared to men.

Consequences motherhood penalty for women

The influence of motherhood on women's professional careers. Claudia Goldin's reports show a decline in wages and limited opportunities for promotion for women who decide to become mothers.

Statistics show that mothers earn less than men, and even less than childless women. Mothers often have to give up full-time work or more demanding positions, which leads to lower job stability and lost opportunities for advancement. [1]

These effects are related to breaks in work and a reduction in the number of hours worked by mothers, who often switch to flexible forms of employment in order to adapt working life to care for children. As a result, mothers are less likely to get involved in projects that could lead to pay raises or promotions.

How to reduce the phenomenon motherhood penalty: possible solutions

Reduction of the phenomenon motherhood penalties requires cooperation on many levels: Legislative, social and corporate. Examples of good practice include the introduction of pro-family solutions such as:

• flexible working hours;
• possibility remote work;
• assurance adequate support after returning from maternity leave.

Claudia Goldin in her reports emphasizes that equal rights in terms of care responsibilities between partners can significantly reduce the negative effects penalties for motherhood. [1]

Corporations play a key role in promoting equality and reducing pay gaps. Examples include companies that offer equal pay for equal work, regardless of parental status, and introduce mentoring programs to support mothers in their careers.

Equally important is support from the state – for example, introducing regulations providing parental leave for both parents – which leads to a more equitable sharing of caring responsibilities and reduces the impact motherhood penalty.

Źródła:

[1] When the Kids Grow Up: Women's Employment and Earnings across the Family Cycle, Claudia Goldin, Sari Pekkala Kerr, and Claudia Olivetti, NBER Working Paper No. 30323, August 2022, JEL No. J01,J16,J31
https://www.nber.org/system/files/working_papers/w30323/w30323.pdf [access: 17.12.2024/XNUMX/XNUMX]