Written by By Stephanie Diana Eubank
As we come into the Holiday Season where one of the holidays is Christmas. Christmas is a celebration of birth, and now is an excellent time to talk about how women are not supported in the onsite workplace based on their ability to bring life into the world. However, to avoid getting too political about it, I will focus on how remote work can be a band-aid to help companies support women in the workplace.
First, let’s acknowledge that women tend to be significantly affected career and money-wise by having a child. According to the 2019 data Knop (2021); shows growth in the labor force based on the number of women entering the workforce. The US Census data details that women gain more education and stay in the workforce even after having children. Further, the US Census data shows that 4 out of 5 moms with higher education degrees who gave birth in 2019 demographics 71.2% were still working in the labor force. Within that demographic, only 9.2% took leave, and 1.5% were unemployed. The findings from the US Census data also showed those of women with just a bachelor’s degree that gave birth the same year, over 60.9% remained employed. Although interestingly, of those in the workforce with only a bachelor’s degree, 26.6% were not in the labor force.
COVID created chaos in many respects but according to the Bureau of Labor and Statistics Scopelliti (2021); showed women left the workforce due to childcare issues during COVID. This is further discussed by the US Census Bureau article by Heggeness et al. (2021), which notes the data showed at the height of the lockdowns, over one-third of the working mothers in the US were not able to work due to COVID lockdowns and the effects it had on childcare and health care. However, according to the US Census Bureau, by January 2021, over 18.5 million working moms were actively part of the labor force as the pandemic raged. It should be noted that this number is still short, with over 1.6 million moms in the workforce at the same time the year before.
The exciting thing is that by 2021 the hit to workplace gender demographics leveled out for working mothers and fathers. The pandemic hurt most people’s income and careers. Although the stats show that the pandemic has continued to break working mothers more than working fathers. It should be factored in that many women hold jobs in career paths that have been heavily affected by COVID, and many are considered essential workers.
All these stats being said, we cannot ignore that paid family leave, and other maternity benefits are still subpar for women in the US. Worse yet, as detailed in the Stanford University News article (De Witte, 2022), even if a company or state has a good maternity leave program, women’s jobs and career paths are still challenging to maintain because of our roles as mothers. Not having well-formed Paid Family Leave programs for men and women and lack of childcare have added to the slow return of women to the workplace. This fuels the untrue adage held by business professionals that once women have kids, they no longer focus on work. Thus, making it harder for women to move up in organizations and statistically making it harder for women to take leadership roles.
With all this being said, remote work leaves an exciting opportunity for working parents and women about to be mothers. I speak from experience when I say remote position afforded me the luxury of being with my children, which was great for my and their physical and emotional health. All while allowing me the room to grow and thrive in a Subject Matter Expert or SME type of leadership role in the remote workplace. Due to health complications, I had to transition to a remote workplace while pregnant with my oldest son. After giving birth, I was asked to return to the workplace rather than work primarily from home. I had my son in daycare for about four months when he was just a few weeks old. Although our local childcare giver was excellent and well-practiced (shout out to Gina), I was miserable. She had also commented on how my son was so clingy and cuddly, which in her experience, wasn’t typical for a young infant. Also, childcare was near my home, making it easy to pick up and drop off, but I was an hour away from where I worked (a relatively average commute for the San Francisco Bay Area). So, I constantly worried if there was an accident, I couldn’t get there quickly to my baby. I cried in the bathroom at work, continually missing my baby.
I was lucky when one of my mentors called me up and told me about a department she was developing and helped me get hired to work remotely full-time. I was able to spend more time with my son and really bond with him in a way that I couldn’t during maternity leave. Especially with all my complications, maternity leave was chaotic and didn’t leave much room to bond. Also, like many women, I was the primary breadwinner, so maternity leave pay was minuscule. Working remotely gave me the flexibility to get the job done and done right while having time to help care for my son and take breaks to mentally unwind and spend time with him.
When I had my second son, my oldest and I could all bond together and balance my work and academic work while working full time, all because of the ability to work from home. Remote work has fueled my research and has helped give me the bandwidth to support my children, spend time with them, and invest in myself and my earning potential for my boys’ long-term care. After finishing my Doctorate program at Concordia University Chicago, my family and I have the bandwidth for long-term family planning with remote and hybrid work for both my husband and me.
I am by no means saying remote work is a way to fix the disparage between how women are affected in the workplace and laws that don’t support their ability to bring life into the world while providing for that life. I am saying that while society and business laws work to fix the issues and learn to support fellow women and people who care give for children, remote work has room for flexibility. The flexibility of remote work allows people to develop a work-life balance. With all everyone has seen and dealt with during and post-COVID, expanding remote work to give people the room to balance life and family will remind workers why they do it all. Family is important. Especially at this time of the year, let us all honor the caregivers of the world and workforce and remember to work to support them. Even if the best support is remote work.
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Work Cited
De Witte, M. (2022, March 9). The real benefits of paid Family leave. Stanford News. Retrieved December 19, 2022, from https://news.stanford.edu/2022/03/09/real-benefits-paid-family-leave/
Heggeness, M. L., Fields, J., García Trejo, Y. A., & Schulzetenberg, A. (2021, October 8). Tracking job losses for mothers of school-age children during a health crisis. Census.gov. Retrieved December 19, 2022, from https://www.census.gov/library/stories/2021/03/moms-work-and-the-pandemic.html
Knop, B. (2021, October 28). Among recent moms, more educated most likely to work. Census.gov. Retrieved December 19, 2022, from https://www.census.gov/library/stories/2019/08/are-women-really-opting-out-of-work-after-they-have-babies.html
Scopelliti, D. (2021, April). Has covid-19 affected mothers’ labor market outcomes? : Monthly Labor Review. U.S. Bureau of Labor Statistics. Retrieved December 19, 2022, from https://www.bls.gov/opub/mlr/2021/beyond-bls/has-covid-19-affected-mothers-labor-market-outcomes.htm
Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 