This is a preview. View original post on this site
It’s well established that working mothers experience the ‘motherhood penalty’ including workplace disadvantages around pay, advancement, and benefits.
While one company cannot change this for all working mothers, it’s the responsibility of leaders to make their organizations a place where women want to work and will feel supported, elevated and appreciated. Companies must build company cultures, policies and benefits that strategically support mothers and their evolving needs at all stages of parenthood. These changes can have significant business impact including talent acquisition, retention, increased productivity, and contributions.
The ‘Motherhood Penalty’ in corporate America
If you’re curious about whether
