The 2023 Motherhood Penalty: The Sorry State Of Affairs For Working Women Continues

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The 2023 Motherhood Penalty: The Sorry State Of Affairs For Working Women Continues

Despite progress in some areas (compulsory pay gap reporting, for example), employment outcomes for women are not improving at the rate that we would expect in 2023. By Sheya Michaelides

• In 2023, working women still confront barriers to progression in the workplace, and many will experience lower pay compared to their male counterparts.

• There are additional systemic disadvantages once they become mothers. According to recent reports, it has been suggested that the motherhood penalty is responsible for 80% of the gender pay gap.

• Redesigning policies around parental leave could address gender imbalances in the workplace and positively influence societal attitudes towards unpaid childcare.

A year ago, Allwork.Space highlighted a Payscale report on the gender pay gap — and what it meant for working women. The report revealed that women with children in the U.S. earned $0.77 for each dollar earned by their male counterparts and that women with children were six times less likely to be hired than their male counterparts. 

Although some positive efforts have been made to increase awareness and advance the argument for reducing gender inequality, the pay gap prevails (and in some cases has even widened). Plus, the childcare situation is becoming even more of a crisis. What does this mean for the future of working women? If far-reaching policy changes are not implemented, working women with children will continue to be penalized.

What keeps this disparity in check?

According to the most recent Price Waterhouse Coopers (PwC) report on women in work, it could take at least fifty years for Organization for Economic Cooperation and Development (OECD) nations to achieve gender pay parity. This is a disheartening statistic for women in these 37 countries (and beyond). 

The latest PwC Women in Work Index indicates that there has been minimal progress towards workplace gender equality in OECD nations, with a gender pay gap reduction of only 2.5 percentage points since 2011. This Index is significant because it measures all key metrics relating to women’s employment outcomes.

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