SPECIAL REPORT

EXPECTING MORE

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

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OVERVIEW

In an era where gender equity is increasingly recognized as a moral imperative and a catalyst for economic growth, the challenges working mothers face in Canada remain a significant barrier to achieving true equality in the workplace.

This report, a collaborative effort between Maturn and The Brand is Female, presents a comprehensive analysis of the maternity leave experiences of over 1,000 employed mothers across Canada. It highlights how the motherhood penalty—a systemic issue contributing to the gender wage gap, the exit of women from the workforce, and the impeding of women’s progression into leadership roles—undermines not only the individuals affected but also our broader economy and societal well-being.

By addressing this systemic issue and including actionable recommendations for employers, our report empowers organizations to enhance employee retention and morale, fostering a more inclusive and productive workplace that benefits all.

MATURN SUPPORTS WOMEN AND ORGANIZATIONS AT THE INTERSECTION OF MOTHERHOOD AND LEADERSHIP. OUR MISSION IS TO BOLSTER SUPPORT SYSTEMS FOR MOTHERS AT WORK, FOSTERING GREATER CAREER PROGRESSION, LEADERSHIP OPPORTUNITIES AND SYSTEMIC CHANGE.

Maturn Co-Founders Jen Murtagh & Sonja Baikogli Foley

THE BRAND IS FEMALE AIMS TO TRANSFORM WORKPLACE CULTURE BY FOSTERING INCLUSION AND EQUITY, GRANTING WOMEN AND OTHER UNDERREPRESENTED LEADERS ACCESS TO NEW OPPORTUNITIES.

The Brand is Female Founder Eva Hartling

MATURN SUPPORTS WOMEN AND ORGANIZATIONS AT THE INTERSECTION OF MOTHERHOOD AND LEADERSHIP. OUR MISSION IS TO BOLSTER SUPPORT SYSTEMS FOR MOTHERS AT WORK, FOSTERING GREATER CAREER PROGRESSION, LEADERSHIP OPPORTUNITIES AND SYSTEMIC CHANGE.

Maturn Co-Founders Jen Murtagh & Sonja Baikogli Foley

THE BRAND IS FEMALE AIMS TO TRANSFORM WORKPLACE CULTURE BY FOSTERING INCLUSION AND EQUITY, GRANTING WOMEN AND OTHER UNDERREPRESENTED LEADERS ACCESS TO NEW OPPORTUNITIES.

The Brand is Female Founder Eva Hartling

Pursuing gender equity in the workplace has led to significant strides in understanding the barriers to women’s advancement. Yet, one of the most pervasive obstacles, the motherhood penalty, still needs to be addressed. This report unveils the findings from a national survey led by Maturn, exploring the maternity leave experiences of employed Canadian women and shedding light on their multifaceted challenges. These challenges contribute to broader issues, such as the wage gap and women’s underrepresentation in senior leadership positions, which, in turn, pose a detriment to our economy, communities, and organizational effectiveness.

By focusing specifically on the motherhood penalty, this report seeks to move beyond the general discourse on work-family balance to pinpoint how maternity leave, as experienced by Canadian women, plays a crucial role in perpetuating gender disparities. Our analysis aims to center the voices and experiences of mothers, providing insights into the systemic reforms needed to foster a truly inclusive and equitable work environment.

KEY FINDINGS

Maturn’s survey data highlights a concerning reality: Canadian working mothers are unequivocally signalling that current efforts fall short in mitigating the motherhood penalty and promoting gender equality within the workplace.

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Support during maternity leave

Nearly half of respondents reported dissatisfaction with their organizations’ support during maternity leave, highlighting a systemic failure to acknowledge and address the needs of mothers.

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Gap in workplace policies

The absence of specific support or accommodations for 70% of women underscores a significant gap in appropriate workplace policies, exacerbating the challenges of working mothers.

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Leaving their job

Alarmingly, a third of mothers contemplated leaving their jobs due to inadequate support, revealing a critical intersection between workplace culture and support for mothers.

The survey findings underscore the urgent need for comprehensive strategies to support mothers’ professional and personal lives, ultimately contributing to a more inclusive and equitable workforce.

This report provides a variety of strategies for advancing gender equity within organizations based on five pillars, aiming to establish genuinely inclusive and supportive environments for all employees without leaving mothers behind. Join us in discovering effective measures to champion mothers’ contributions and ensure every workplace is conducive to their success and well-being.

1. FOSTERING CAREER DEVELOPMENT AND INCLUSIVE WORK ENVIRONMENTS FOR MOTHERS

With more than a third of respondents seeking more precise development plans upon their return from maternity leave and nearly half feeling compelled to reassert their professional worth, our research underscores a pervasive culture of underestimation and oversight. Moreover, over a third of women reported feeling sidelined when they returned to work, amplifying concerns over workplace inclusivity.

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47%

of mothers said an overall transition and communications plan would have made their transition to maternity leave and return to work better.
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49%

of mothers reported the most challenging part of maternity leave related to their career was the feeling of having to prove themselves upon their return.

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36%

of mothers said the most challenging part of maternity leave related to their career was the fear of their organization sidelining them.

It is way too commonplace that smart, capable, industrious women irreparably lose their footing when they take a leave of absence. I think a lot of companies would be very well served to promote women to leadership positions so that junior women can see themselves in someone when they return, and the landscape for promotion doesn’t seem so closed off to them.

-Survey Respondent

Recommendations to employers

KEEP THE LINES OF COMMUNICATION OPEN

Offer regular updates on critical projects and the option to be included in meetings or social events during leave, should they choose to participate. This helps mothers who want to maintain communication to feel connected and valued, even in their absence. Upon their return to the office, arrange for proper training or turnover sessions, ensuring mothers can reintegrate into their roles effectively and with confidence.

OBJECTIVE PROMOTION AND PAY CRITERIA

Clearly define and communicate the criteria for promotions and salary increases, ensuring they are equitable and unbiased towards mothers during and after maternity leave.

REVISE PERFORMANCE EVALUATIONS

Adapt performance evaluation processes to acknowledge and value the unique contributions and skills that working mothers bring to the table, ensuring that maternity leave does not negatively impact their career progression.

COMPREHENSIVE TRAINING PROGRAMS

Invest in training programs for people leaders to better understand the impact of maternal bias and the motherhood penalty to be able to support mothers better pre and post-leave.

2. IMPROVING MOTHERS’ MENTAL HEALTH

The transition into motherhood introduces profound changes, both joyful and challenging. For many mothers, the journey is marked by an expectation to seamlessly blend professional responsibilities with the intense demands of parenthood, often under the shadow of postpartum mental health issues. Maturn’s survey reveals that over half of the respondents felt anxious about returning to work, with significant numbers reporting stress and feeling overwhelmed. Notably, over a third of respondents believed that dedicated maternal mental health support could have smoothed their transition back into the workplace, underscoring a gap in current support systems.
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52%

of mothers reported they were anxious, 43% were stressed and 41% were overwhelmed about returning to work after maternity leave.
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33%

of mothers said that the most challenging part of maternity leave related to their career is a loss of confidence in their abilities.

I felt very disoriented upon my return, not knowing what I should be working on, what happened in my absence, and where I fit back in. I felt like giving up on my career. It was the biggest adjustment of my life, and I was supposed to slide back into business as usual as though I’d had a year ‘off.’

-Survey Respondent

Recommendations to employers

GRADUAL RETURN TO WORK POLICIES

Consider offering flexibility in the transition back to work for mothers. This is a pivotal time when retention, engagement and support are key.

RETURN TO WORK COACHING PROGRAMS

Provide mothers with specific coaching programs that support them in their unique challenges in transitioning to and from maternity leave.

PROFESSIONAL COUNSELLING SERVICES

To assist mothers with the emotional and mental challenges that may accompany motherhood.

3. PRIORITIZING FLEXIBILITY FOR MOTHERS

The call for flexibility in the workplace is not just a trend—it’s a lifeline for working moms. Our findings reveal that more flexible work environments are crucial, allowing mothers to balance their dual roles without the total weight of financial or childcare burdens. This adaptability in work arrangements can enable mothers to return to their careers at their own pace, easing the strain of juggling motherhood and professional responsibilities.

However, while flexibility is a step in the right direction, it’s clear that effective management strategies must accompany it. In its Women in the Workplace report published in October 2023, McKinsey states that 38% of mothers with young children say workplace flexibility keeps them from reducing their hours or leaving their jobs entirely.

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50%

of mothers said they need help juggling motherhood and leadership

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43%

of mothers said overall flexibility would have made their transition to maternity leave and return to work better.

Flexibility in the workplace isn’t just a perk—it’s a crucial component for mothers re-entering the workforce. The sentiment among our respondents is clear: the ability to scale back from the traditional 40-hour workweek is not just a convenience but a necessity for those navigating balancing family responsibilities with professional commitments. As one mother pointed out, returning to work may not have been feasible without the option to adjust her hours.

Recommendations to employers

IMPLEMENT REMOTE AND HYBRID WORK OPTIONS

Provide employees with the choice to work from home or in a hybrid setting to offer the flexibility needed for managing family responsibilities alongside professional duties.

OFFER REDUCED HOURS

Introduce part-time positions, compressed work weeks, or gradual return programs to allow mothers to adjust working hours as they transition back into the workplace.

INCREASE PERSONAL AND FAMILY DAYS

Allocate additional paid personal and family days to give parents the bandwidth to attend to individual and family matters without the stress of dipping into their vacation days.

LEADERSHIP PROGRAMS

…with a focus on mothers such as the Maturn Motherhood Leadership Coaching Program, which provides a space for mothers to normalize the challenges of growing their careers and their families.

4. THE DOORS TO WORKFORCE RE-ENTRY: THE CHILDCARE CRISIS

Maturn’s survey illuminates a stark reality for working mothers in Canada: the acute shortage of affordable and accessible childcare. With only 6% of organizations offering on-site childcare, mothers often face prolonged waiting times for childcare spots, making the return to work financially and logistically unfeasible. This dilemma forces many mothers into a choice between their careers and the well-being of their families.
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6.2%

of mothers said their workplace offered childcare.

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60%

of mothers mentioned better childcare support would have made their transition back to work easier.

The urgent need for systemic change is evident. Respondents’ experiences underscore the critical role of childcare support in enabling mothers to balance their professional aspirations with family responsibilities, ultimately contributing to a more inclusive and productive workforce. One respondent highlighted the dire scarcity of options, recounting her proactive approach of waitlisting her child for childcare early into her pregnancy, only to secure a spot when her child turned two. This delay underscores a systemic issue that extends far beyond individual planning.

Survey respondents articulate a clear message: the need for robust support systems, particularly in finding accessible and affordable childcare, is critical. With it, the pathway back to the workforce for mothers remains manageable, with obstacles that have far-reaching implications on their professional lives and the broader economic landscape.

Recommendations to employers

AFFORDABLE & QUALITY CHILDCARE

Implement subsidies or partnerships with childcare providers to make childcare more affordable for employees. This support can significantly ease the financial burden on working mothers.

ON-SITE DAYCARE FACILITIES

Establish on-site daycare facilities that offer employees convenient and trustworthy childcare solutions. This can drastically reduce the stress of securing quality childcare and improve parents’ engagement.

CHILDCARE NAVIGATION RESOURCES

Provide access to resources and services that help explore and understand their childcare options. This could include information sessions, guides to local childcare services, and personalized assistance to find suitable childcare solutions.

ADVOCACY

In collaboration with other employers and childcare advocates, advocate to governments to accelerate public funding for universal, quality childcare.

5. MATERNITY LEAVE: THE TOP-UP SHORTFALL

Our survey has highlighted a clear gap in maternity leave financial support. An important number of respondents didn’t receive any additional benefits beyond basic Employment Insurance during maternity leave, indicating a significant shortfall in employer support.

Financial pressures only mount for mothers, with the cost of raising a child piling on top of existing stress. Even among the 59% who do receive some form of paid parental leave, the benefits rarely extend beyond the paycheck. Critical support services, such as childcare assistance, counselling, and coaching programs for transitioning back to work, are notably absent.

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39%

of mothers did not receive employer financial top-up.

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59%

of those who received financial top-up were not offered other benefits such as coaching programs, counselling or childcare assistance.

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62%

The employment rate of mothers with young children in one-parent families in Canada.

Maternity leave payment is extremely low, even if mothers would like to nurture their babies for longer than 12 months, it is a real burden from the financial point of view.

-Survey Respondent

Within our survey, a common theme surfaces—maternity leave top-ups are not just a benefit but a necessity. One respondent, employed by a large corporation and loyal for a decade, faced the financial repercussions of maternity leave head-on. Despite a well-paying job, the absence of a top-up to her Employment Insurance was a significant financial blow—a sentiment echoed across our data. Another mother pointed out the harsh economic reality of extended maternity leave. Despite the desire to spend more time nurturing their newborns, the inadequate maternity leave payment turns this critical bonding time into a period marked by financial hardship.

These accounts underline the need for employers to reassess the adequacy of their financial top-up during maternity leave and acknowledge the financial challenges of starting a family.

Recommendations to employers

SUPPLEMENT PAID MATERNITY LEAVE

Prioritize providing adequate paid maternity leave to supplement government-provided benefits. This approach alleviates the financial burden on mothers during a crucial time for bonding and recovery and demonstrates a company’s commitment to supporting its employees’ family needs.

BEYOND THE MOTHERHOOD PENALTY:
TOWARDS INCLUSIVITY AND EQUITY

This report underscores the need for systemic change to combat the motherhood penalty in Canadian workplaces. Despite progress, working mothers face significant barriers, from insufficient maternity leave support to a lack of childcare and flexible work arrangements.
An aspect that requires further emphasis is the importance of promoting shared parental leave. This approach transcends traditional family structures and recognizes the diversity of modern families, including same-sex couples. Facilitating shared parental leave is a fundamental step toward dismantling the unconscious biases that often designate caregiving responsibilities based on gender. This champions equality and supports the active involvement of all parents in child-rearing years, challenging outdated norms and fostering a more inclusive environment for all families.
In the same vein, eradicating ‘maternal bias’ is essential. Employers can cultivate a truly inclusive workplace by fostering informed policies that support all parents and combat stereotypes. These recommendations aim to create dialogue around a supportive environment for mothers yet emphasize that shared parental leave and dismantling biases are key to achieving gender equity.

As we progress, embracing these recommendations will be pivotal in ensuring workplace equality. By championing change, we can make the motherhood penalty a thing of the past and build a workplace where every family, regardless of its structure, is valued and supported.

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If you are an employer, or an employed mother or mother-to-be seeking support in implementing workplace strategies, Maturn
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