“You can have it all.” 

We are not sure about you, but we feel great. We’re happy to see that it seems like all of us moms are making significant progress toward a more family-friendly world, in the form of new policies and new business models. Yeah, we said “seems” because although much has been achieved over the past decade, there is still a long road ahead and much to be done before we reach the promised land—a place where being a working parent is as accepted as being a working dad (or anyone else with a job and a life).

The statement “You can have it all” was premised on the belief that social-cultural changes and economic realities had created an enabling environment for women to thrive both in their personal and professional lives. However, the jury is still out on whether society and employers are supporting this effort. 

For most of us, it’s the start of a new year and many of us are writing and reflecting on our resolutions for 2022. One of the most common resolutions we hear about is wanting to spend more time with friends and family. As a mom—and knowing that many moms share this feeling—how do you balance this need with everything else, including work?

Women face double standards in the workplace, with their commitment to their jobs being called into question when they have children or start a family. This places an undue pressure on executive moms to consistently prove that they deserve the same opportunities for professional advancement as their male counterparts. 

Many women are forced to drop out of the workforce when they lack the support system to meet the needs of their children and also maintain their productivity. This is a big social-economic problem because it results in a brain drain, while also potentially limiting their ability to express themselves and also become their fullest self. 

Although there has been a lot of positive progress with regard to facilitating the success of mom executives, women continue to spend a lot of time on domestic labor, which could disadvantage them in competing with their male counterparts. Some may face difficulties in finding affordable and reliable outside help when raising their children. Some of their peers and superiors may feel that their performance would be adversely affected, particularly if they work in intensive industries such as finance and law where they may be required to spend more time at work. 

The Gen X and millennial moms are more confident about owning their diverse roles as compared to baby boomers. Furthermore, they are able to benefit from the moral support and guidance of the latter. The momprenuer movement is testament to the growing opportunities for women to be involved in their industries. This has been particularly aided by technology and opportunities to outsource some roles that allow new mothers to build thriving enterprises. Technological advances have also increased access to the tools and resources that allow women to thrive in the labor market. 

The growing representation of women in boards and senior management is playing an integral role in changing organizational cultures and behavior towards moms. However, the lack of paid maternity leave across the country means that some mothers face more challenges in adjusting to having a new child and returning to work. The problem is compounded by the lack of childcare support from employers or the government. 

What can we do?

Mom executives continue to face challenges with regard to reentering the workforce when they take a break. This undermines the ability of employers and the economy to tap into their knowledge, expertise and experience. Employers must adopt programs that allow mom executives to reenter the workforce after a break to start families. Mom executives should also be strategic about how they plan and manage their career breaks. For example, they can take on consulting roles and other activities that ensure they are connected with their industry even as they take a break. They should also seek flexible work arrangements that allow them to gradually reintegrate into the workforce after taking a break. While many moms are increasingly able to take on entrepreneurship, it is important to avoid forcing every new mother to take on this responsibility. Instead, there should be a collective effort aimed at ensuring they have the support and resources to pursue their career as they want as opposed to creating either, or scenarios. 

Moving forward, there is a need for the workplace to make room for working mothers. In light of the success of work from home initiatives during the pandemic, it is evident that employers can adopt a flexible working arrangement that is responsive to the needs of mom executives without compromising both individual and collective productivity. While it offers moms the opportunity to do their jobs effectively and have time for family commitment, working from home is not the only solution. Ultimately, flexibility in the workplace is beneficial to both employers and employees.