How To Attract Working Mothers To Rejoin The Post-Pandemic Workforce

Consider offering more of these workplace benefits

New research by TopResume finds that many American women who were driven out of the workforce during the pandemic have no plans of returning any time soon. When the resume-writing service asked over 1,500 U.S. working mothers if they intend to return to the workforce, 69% stated they plan to remain at home as full-time caregivers for the time being, while only 31% plan to return within the next 12 months. 
 

It’s clear that many women have discovered over the past year that, in order to be a good employee and a good mother, they need to prioritize different criteria when making decisions about their careers. If your organization wants to recruit more female talent to its candidate pool, consider offering more of the following workplace benefits that support working parents and promote gender diversity and equality:

Remote Work

While it’s not feasible for every job to be completely remote, the past year has proven that it is a viable option for more career paths than most had initially believed. As positions across multiple sectors become increasingly location-agnostic, working mothers will have more opportunities available to cut out the commute and spend more quality time on both their jobs and their families. Consider adopting a hybrid work model that would allow most employees to work from home at least part of the time and allow others to have a permanent remote work arrangement. 

Flexible Hours

Businesses that provide employees with the flexibility required to effectively manage their careers and household responsibilities will have an easier time attracting working mothers to their teams. Your company can offer this flexibility in numerous ways, from allowing employees to begin their work earlier in the day or later than the originally set time (i.e. flextime), to providing workers with the freedom to rearrange their schedules when necessary to accommodate anything from a doctor’s appointment to their kid’s swim meet without facing repercussions.

Unlimited PTO

Offering unlimited paid-time-off (PTO) is another way to show working moms (and dads) that you understand what they need and that you support them. By creating an unlimited vacation policy for your full-time employees, you’re giving parents the necessary flexibility to care for their families without sacrificing “real” vacation time that allows them to recharge their batteries before returning to work.

Fertility Benefits

A Business Group on Health study showed that one out of every five large companies now provides virtual fertility benefits and, of those that do not have benefits already, an additional 28% plan to add them this year. With one in eight couples now affected by infertility, offering coverage of this costly treatment can be an especially appealing benefit to many women. Other related benefits, such as financial assistance with egg freezing, in-vitro fertilization, and adoption benefits are also gaining increasing popularity. 

Paid Family Leave

Under the U.S. Family Medical Leave Act of 1993 (FMLA), mothers of newborn or newly adopted children are entitled to 12 weeks of unpaid leave annually if they work for a company with 50 or more employees. However, the U.S. is one of the only developed countries that does not have a national policy requiring paid time off. By offering a paid family leave policy that applies to all parents-to-be, regardless of their gender or sexual orientation, your benefits package is immediately more appealing to those who plan to become parents in the future.

Childcare

Lack of childcare became a primary motive for many women who left the workforce during the pandemic. Sadly, finding affordable and reliable daycare continues to be a concern that prevents many mothers from returning to work. Companies that offer childcare solutions for their employees (e.g. onsite daycare, childcare stipends, discounted rates for local childcare facilities or after-school programs) will be viewed more favorably by working parents. 

Professional Development Opportunities

According to a 2020 study of what women want in the workplace, women were just as likely as men to be interested in raises, promotions, and leadership-development opportunities. If you want to attract top female talent to your company, consider developing mentorship, sponsorship, and/or other women’s programs designed to empower and support high-potential female talent.

On-site Amenities

While not every company can afford to install a yoga studio or take its teams out for a spa day, it can find creative ways to bolster morale and make the lives of its employees — especially the busy work moms — less stressful. For example, consider having a group give chair massages or manicures at the office once a month. Strike a deal with a local cobbler or laundry service to repair or polish employees’ shoes or clean their laundry and return it to the office. These little perks can help to show your employees that you care, while helping them cross a few items off their to-do lists. 

As your company prepares to reopen its doors and establish a new office arrangement post-Covid, take advantage of this transition to introduce new benefits or modify existing benefits that will ultimately attract top female talent and improve gender diversity in your workplace. 

Amanda Augustine is the resident career expert for Talent Inc.’s suite of brands: TopResume, TopInterview, and TopCV. She has more than 15 years of experience in the recruiting and career-advice industry, and she is a certified professional career coach (CPCC) and resume writer (CPRW). Connect Amanda Augustine