What Can Business Leaders Do to Address the Motherhood Penalty in Tech and Digital?

In anticipation of International Women’s Day, we have decided to raise awareness of a persistent challenge facing the tech and digital sectors: the motherhood penalty. Despite all the progress in diversity and gender equality in these sectors, the intersection of motherhood and career progression remains a significant barrier for women in technology. 

50% of women leave the tech industry before age 35

Motherboard

The tech industry, celebrated for its innovation and forward-thinking, lags when it comes to gender equality. According to MotherBoard, a shocking 50% of women leave the tech industry by age 35. The reasons behind this exodus, which we discussed in a previous article, are complex and multifaceted. 

So, how can business leaders dismantle the barriers that contribute to the motherhood penalty in tech and digital, ensuring women access and progress in their careers? 

What exactly is the Motherhood Penalty?

The motherhood penalty describes the systemic disadvantages that mothers face in the workplace, including biases in hiring practices, slower career progression, and a noticeable pay gap. 

Despite being one of the companies’ priorities, talent retention efforts fail these women. Notably, according to the Tech Talent Chart (TTC) and MotherBoard research, two-thirds of working mothers report their careers stalling post-parenthood. 

Additionally, the Tech Talent Chart’s 2024 Diversity in Tech survey reveals that 40% of women cite caregiving responsibilities as a pivotal reason for exiting their tech roles, often leaving their tech jobs for a non-tech job. 

What factors contribute to the motherhood penalty? 

Several factors contribute to the motherhood penalty, including the “maternal wall bias”, a gender stereotype that assumes that mothers are less committed to their careers. Career interruptions due to women taking time off to care for children, unequal division of household duties and lack of flexible workplace policies are other key factors contributing to this issue.

Is the tech and digital sector more susceptible to the motherhood penalty? Evidence suggests yes. Tech’s fast-paced and high-pressure environment exacerbates mothers’ challenges. 

The Impact of Motherhood Penalty on Tech and Digital Leadership Roles

The penalty can be even more pronounced for women in C-suite roles or on the leadership track. While the representation of women at the executive level is crucial for driving change, they often face intensified scrutiny and gender bias. The dual burden of disproving stereotypes while managing familial responsibilities is a significant barrier to their career advancement and retention. 

Tackling the Motherhood Penalty in Tech: How Can Business Leaders Advocate for Women

Business leaders must advocate for and implement inclusive policies to address this issue. Experts in diversity and equity consider the following ten strategies that attract more women into tech and retain them, avoiding the so-called Motherhood Penalty: 

1. Enhanced Parental Leave Policies: Companies extend leave for all parents, promoting equality and shared responsibility.  
2. Pay Gap Analysis: Companies can conduct regular audits to evaluate equal pay and promote salary transparency. 
3. A Fair and Transparent Promotion Policy: Employers can also establish clear, bias-free criteria for career advancement, which has proven to be an excellent strategy for improving the retention of women in tech and digital. 
4. Promote Flexible Working Policies: Businesses can offer different work arrangements to accommodate the families’ diverse needs. Some of our clients, for instance, offer hybrid working arrangements, flexible starting and finish times, the option to work from home, or shorter hours during school half terms. The Tech Talent Charter’s 2024 Diversity in Tech report concludes that work-life balance ranked the No.1 factor influencing women’s decisions to leave their tech roles. However, the survey highlights women in tech with flexible work arrangements had significantly higher retention. 
5. Return to Work Policy: Many companies offer additional support for those returning to work after parental or adoption leave, as the returning employees get used to the office dynamics and juggle their family and work tasks. 
6. Reproductive Health Policy: This policy recognises and accommodates the needs related to periods, menopause, and fertility. There’s a lot of debate around reproductive health policy in the media these days, as many companies have updated their policies with these types of strategies. 
7. Flexible Wellbeing Benefits: Does your business tailor benefits to support diverse health and wellness needs? These can be mental health support, subsidised health and fitness, or days off for volunteering, for instance. One of our clients’ wellbeing benefits schemes designed to attract more women includes subsidised Pelvic health and Mummy checkups, which can be an attractive addition to your Employer Value Proposition (EVP). 
8. Family Insurance Policies: Employers can extend insurance policy coverage to address the comprehensive needs of employees’ families. 
9. Childcare Support: Caring commitments and access to affordable childcare are some of the top reasons for women leaving their tech jobs in the UK. While few companies can offer on-site childcare facilities, firms can provide assistance or subsidies to alleviate the burden of childcare costs and help mothers stay engaged in their tech and digital careers. 
10. Mentorship and Upskilling Programmes: Training and peer mentorship are especially beneficial for mothers facing bias and prejudice in the workplace and for minimising employee turnover. They can be scheduled to support women’s return to work after maternity leave or be part of the company’s overall mentorship programmes. 

How can Adria Help Business Leaders Overcome the Motherhood Penalty in Tech and Digital?

Every day, our recruitment consultants discuss with female candidates their main worries working in tech and the reasons leading them to leave their jobs in tech and digital. At the same time, many of the business leaders we work with actively work to attract more women into tech roles and build more diverse teams. 

When I announced my pregnancy, Adria’s company directors supported me. I was offered plenty of flexibility to work from home and accommodate all the midwife appointments. I felt part of the company even though I was away on maternity leave, with invitations to join the social activities. After my return from maternity leave, the company implemented a breastfeeding policy and allocated a clean and warm place for me to take breaks to express milk when needed. My managers checked on me repeatedly to make sure I wasn’t feeling anxious about returning to work.

Marta Rodriguez

Like many of our clients, we at Adria have implemented some of the above-mentioned policies, paving the way for a more inclusive and equitable industry. If you’re ready to make meaningful changes in your organisation, don’t hesitate to contact me, Nick, or Dave, to discuss your options.