Even though women are not a minority in Brazil today (they make up 51.5% of the population, according to the IBGE), they are still treated as such by society. So, when we talk about diversity, they come into the conversation. Especially when they are mothers.

Here, you will find some information about how motherhood is treated within the corporate world, and ways to propose healthy changes to the company you work for. We will briefly discuss the role that mothers have in the job market and what actions are important to insert gender equality into the core of companies.

Data Rain*

Almost half of women who take maternity leave do not return to the job market within 24 months — a pattern that is repeated up to 47 months later.
But in the opposite direction, 45% of women take about 3 months to return to their professional activities. Although the law allows a leave of up to 6 months, many women are forced to return to work earlier for fear of losing their positions or even their jobs.

In a survey of 247,000 mothers, 50% were fired after approximately two years of maternity leave. According to Law 14,020, mothers must have job stability from the confirmation of pregnancy until 5 months after giving birth.

Not even half of the companies already awarded by the consultancy Great Place to Work extend the 120-day maternity leave period. And only 25% of the same organizations extend paternity leave. Here at FOME, parental leave is 20 days, which can be extended for another 20 days if the employee wishes.

7% have already given up on promotion opportunities in their own company or in other organizations thinking about the difficulties they would have in reconciling their home routine with the new demands. 50% of women said they feel afraid when they need to make a request at the company that involves some activity with their children (consultations, school visits, support with some special difficulty).

According to the IBGE, more than 61% of single mothers in Brazil are Black women, who face barriers to accessing basic rights and are largely below the poverty line. Mothers generally receive reduced working hours, reduced salaries and replacements in their roles after the birth of their children. In addition, 45.9% said they suffered some form of prejudice from their coworkers.

And, as if that were not enough, there are still invasive and discriminatory questions during job interviews, such as “who will take care of your child if he or she gets sick?”. It is time to change this outdated mentality and ensure equal opportunities for all mothers in the job market.

The data makes it clear: the job market treats women who become mothers unequally compared to men who become fathers. It is always good to remember that parental responsibilities must be shared equally and respected by companies, even though this is relatively “new” within the society in which we live.

And it doesn’t stop there. The difference is even more striking when we look at education levels, revealing an alarming social inequality. Women with higher education face a 35% drop in employment after 12 months of leave, while those with less education suffer an even greater drop, of 51%.

*Data gathered from various surveys.

How to change this scenario

Start with your work environment.
Prejudice starts early, during the recruitment and selection process. It is unacceptable and extremely rude, but it is still common for recruiters to ask questions about motherhood in interviews.

Hiring someone should be based on skills and abilities, not on whether or not they are a mother. In addition to being unethical, this can harm the company’s reputation, generating embarrassing debates on social media and putting even companies that care about and promote diversity in the spotlight.

Offering flexible hours is an effective solution. By enforcing this rule for all genders, this change can even help in a fairer division of responsibilities between mothers and fathers, easing the burden on them.

Talk to the mothers in your company, understand their needs and outline personalized actions. In addition to supporting mothers, this improves the organizational climate and helps retain talent.

Embracing diversity is not the same as investing in inclusion. Being an inclusive company means treating everyone equally, without distinction of salaries or opportunities based on motherhood.

And what do I do with this information?

Join the debate. Bring the topic to your colleagues and talk to mothers around you. In this case, every action is valid to generate change.

Happy Mother’s Day to all mothers. May your professional life take new directions and be easier in the coming years. <3

Sources: IBGE, Catho, Fundação Getúlio Vargas, Great Place To Work, Vagas.com