Hire (like) a Mother

In the modern workplace, the role of mothers often goes underappreciated. It’s fine, our kids don’t care either (ba-dum-tsss).

However, beneath the surface of diaper changes and school schedules lies a wealth of transferable skills that make mothers some of the best employees a company can have. Think of some of the items you’ve put into your job description:

Demonstrated ability to effectively manage time while juggling multiple projects and tasks.

From orchestrating the morning routine to planning summer camp schedules, mothers are experts at making every minute count. In a corporate setting, this translates into efficiency and productivity, as mothers are adept at prioritizing tasks, meeting deadlines, and effectively managing their time to achieve goals

Want someone who is going to execute on deliverables? Hire a mother.

Proficient in nurturing connections and fostering strong relationships.

Whether consoling a crying child or mediating sibling disputes, mothers develop a deep understanding of others' emotions and perspectives. This empathy is invaluable in the workplace, cultivating strong interpersonal relationships, effective communication, and the ability to collaborate effectively with colleagues and clients alike.

Need an employee who will care about the team? Hire a mother. 

Experience in problem-solving, conflict resolution, and using innovative strategies to overcome challenges.

From resolving conflicts to finding creative solutions to unexpected challenges, mothers are constantly faced with problems that require quick thinking and resourcefulness. These problem-solving abilities are highly transferable to the corporate world, where employees are often tasked with navigating complex issues and finding innovative solutions to drive business success. 

Want an employee who will get it done no matter how many obstacles are in the way? Yup, you guessed it.  Hire. A. Mother.  

By recognizing and valuing the unique capabilities that mothers bring to the table, companies can tap into a rich pool of talent and foster a culture of innovation, collaboration, and success. Now, the question becomes ‘how do you recruit and retain these all-stars?’   

Recruiting Mothers

Like any type of recruit, it’s important to know the audience and communicate accordingly. When it comes to recruiting mothers, it's essential to understand their priorities and needs which comes down to a family-friendly culture, especially as it relates to flexibility. A sentence or two on the career site boasting a family-friendly work environment is no longer enough. To get this talent pool’s attention, companies need to walk-the-walk.

Flexibility is critical during the interview process and employee life cycle. When it comes to the interview process, try to offer flexible interview times and incorporate video interviewing vs. in-person when possible. As it relates to onboarding, be flexible on start dates. Let’s face it, momma will need time to deploy those magical time management skills in reworking the family schedule– including doctor’s appointments and volunteering obligations. 

Companies that offer options like flexible work hours or condensed work weeks increase their chances of attracting one of these phenomenal candidates. Because they can easily find ways to get to all those appointments without having to sacrifice work hours, candidates will prioritize companies who understand that family comes first. By prioritizing flexibility both in the role and during the recruitment process, companies can attract (and retain) top maternal talent.

A flexible work culture isn’t the only thing that draws this audience.  It’s important to show (ahem– prove) the company’s commitment. Consider showcasing testimonials from current employees who are parents, or sharing success stories of those who have thrived within the organization. This can resonate deeply with potential candidates. Take it one step further by leveraging social media platforms and participating in events focused on women in the workforce. This helps amplify the message and reach a broader audience.  

Retaining Mothers

Once mothers are part of the team, it's vital to ensure they, like all employees, feel valued and included. This includes everything from time off, to benefits, to the organizational ethos.  Let’s break it down:

Generous paid time off, like flexibility, is a crucial factor. This isn’t a shocking, new revelation. We all know that employees are higher performers when they can reset. The thing is that working parents don’t actually get to do that. Remember those school schedules we were talking about? That’s how most parents use all their time off because, frankly, finding child care can be next to impossible. Or, if you are like us, the annual school schedule includes a holiday break, winter break, and spring break.  All of which are at least a week long. With only two weeks of PTO the math doesn’t add up, does it?  

Here’s the deal. When companies are generous with their paid time off, employees are able to cover the school breaks, and just maybe they will have an extra day to plan a long weekend to get some much needed R&R. This means, they come back refreshed and their productivity and effectiveness will be at an all time high.

Let’s talk about benefits; legit good benefits. This can include anything from a health savings account, great medical and dental coverage, a monthly daycare stipend, and paid parental leave. A parent’s first priority is providing for their young, and the more an employer can help with that, the better. We aren’t saying you need to drain the company budget here, but the more you invest in your employees, the more they will invest in the company.

Moving on to arguably the most important factor - the organizational ethos.  As it pertains to the corporate world, organizational ethos includes fundamental beliefs, attitudes, and norms that influence behaviors and decisions within the company. That in mind, it is important to avoid making assumptions about an employee’s capabilities based on their parental status. Mothers are just as capable of leading big projects and taking on challenging assignments as any other employee. 

Additionally, consider the organization’s internal communication practices. This one goes for all employees, not just working mothers. Unless someone’s life is at stake, there is never a reason to interrupt an employee’s home life. Think about when emails are being sent, when calls are being made, and the timelines in which an employee is being asked to do something. Does that customer dispute really need to interrupt an individual’s family time? Is calling someone on a Sunday really going to help resolve anything? Most likely, not. In fact, the company is bound to see a reduction in employee productivity provided they weren’t able to reset.

By recognizing and harnessing the skills mothers bring to the workforce, companies can benefit from this talent pool. To recruit and retain maternal talent effectively, it's essential to offer flexibility, generous benefits, and a supportive work environment. By doing so, organizations can not only attract top talent but also foster a culture of inclusivity and success for all employees, ultimately driving business growth and innovation.