Companies That (Seriously) Support Working Moms
We can list many long lasting impacts of the Covid pandemic, not the least of which is the millions of women (1.6 Million since 2020), specifically mothers, that have left the workforce citing child care issues and home responsibilities. And now, two years later, as the world returns to the “new normal”, companies that want to stay competitive and attract quality talent must provide benefits that adequately support the working mom.
It’s no secret that prospective employees have a “wish list” of traits they look for when searching for a new job. From benefits offered to potential perks to a supervisor’s management style, those in the job market have qualifications for employers just as employers have for those hoping to be hired. And for moms or those considering parenthood, that list includes clear and consistent ways a company can ensure they’ll support them during their tenure.
But how do you parse out the companies who truly support working moms from those who offer their mom employees lip service and nothing else? It’s not always easy to differentiate those doers from the talkers, but the following list of companies who actually lift up working moms in the workplace — as well as tips and resources for finding mom-friendly companies to work for and red flags in job postings to look out for — can help you find an employer dedicated to supporting you during your tenure.
How to identify mom-friendly companies
Anyone who has been on the job hunt can tell you that far too many job listings give those seeking employment the bare bones when it comes to information. From salary range to benefits offered to job hours, vital details that can help you determine if the company’s culture is right for you are often omitted. That’s why it’s important to ask as many questions as possible. A few key inquiries you should feel empowered to make when speaking to a hiring manager are:
Does the company offer flexible working hours, including the ability to work from home?
What are their sick leave and family leave policies?
Do they have specific protocols to accommodate child care responsibilities, including if a child has a school meeting, a day off school, or an emergency?
Do they offer paid maternity leave and, if so, for how much and how long?
Does the company workspace offer mom-friendly spaces, such as changing tables, pumping stations, and a designated area for moms to store breast milk?
Does the company offer child care discounts or even a designated child care area?
Are company parties and other gatherings family-friendly?
How many working moms are on the team and/or employed at the company?
How many of those working moms, if any, are in leadership positions?
Is there an established parenting group in the company that can create a sense of community and solidarity for those employees who have children?
What does the company do to facilitate and encourage pay transparency?
Are there any return-to-work programs that can help moms who are out on leave to keep their skills updated and careers on track?
What does career advancement training look like?
In addition to asking the aforementioned questions, inquire as to whether or not it is possible for you to take a tour of your potential workspace. When doing so, take stock of how families are represented — and even celebrated — in the workplace. Do employees feel comfortable hanging pictures of their children in their workspace, or displaying family photos on their desk? If so, that’s a good indication that the company and/or leadership team has not made their employees feel as if their families are something they have to hide.
Lastly, take the time to search company review sites, social media posts, and even “best placed to work” lists that highlight companies who have proven themselves to be mom-friendly.
Red flags in job postings and interviews to look out for
There are a few red flags you should be on the lookout for when reading over a job posting or sitting through an interview. First and foremost, if the hiring manager or interviewer refuses to answer any of the above questions, denies your request to tour the office, and/or tells you it won’t be possible to meet the team you’d be working with until after you’ve been hired, something is amiss. Transparency is the name of the game, and an employer that values its employees and their ability to create a sustainable work/life balance will gladly pull back the curtain.
Another red flag that, unfortunately, is often celebrated as a net-positive in our toxic “hustle” culture? A hiring manager and/or interviewer who answers emails at all hours. This could indicate an “always be online” culture within the company — an obligation that rarely lends itself to a healthy working environment. If those in positions of power within the company — who set the standards for their employees — are answering emails immediately or emailing at 1:00am, there’s a possibility that they require the same of their employees. (Odd email hours could also be a sign of work flexibility, so don’t write a potential off for this alone — just dig a little deeper.)
Additionally, there are certain phrases often used in job descriptions that should give you pause. These include:
“Like a family”: An employer is not a parent, and a workplace should never put their employees at a disadvantage by playing to their emotions by describing itself as a “family.” Family members do not pay you to spend time with or around them, care for them, or do your job as a mother, sister, daughter, etc. Companies that say this often really mean “we expect employees to commit their whole lives to the company.” Again, not always, just something to take note of and see if it’s supported or neutralized by other things you learn about them.
“Fast-paced environment”: This phrase is often synonymous with “we do a little bit of everything here.” Translation? “This job should be your life’s main focus.” That clearly does not bode well for a healthy work/life balance.
“Hustle”: See also: “self-starter,” “doer,” and “go-getter.” These phrases can indicate an employer expects an employee to go above and beyond their given job description, often without pay and to the detriment of their personal life. No one should feel obligated to work for free or do more than what they are being paid, and expected, to do in the workplace.
“Must have thick skin”: Talk about a giant red flag. If an employer is encouraging their employees to “toughen up,” or indicate that they would go so far as to punish employees for discussing situations that made them feel uncomfortable and even in danger, it’s likely they’re facilitating a toxic work environment. Employees should always feel comfortable disclosing instances of harassment or discrimination, and employers should always encourage thise disclosure by reminding their employees that there are people they can talk to and specific policies in place to protect them when doing so.
A current list of proven mom-friendly companies
Looking to take your skills to a company that supports working moms? Here’s a list by Great Places to Work® to help get you started. To determine the 2021 Best Workplaces for Parents™ list, Great Place to Work® collected and analyzed confidential survey feedback representing more than 6 million U.S. employees.
Parents and non-parents responded to over 60 survey questions describing the extent to which their organization is a great place to work For All™. To be considered, companies had to be a Great Place to Work-Certified™ company and have at least 50 responses from parents.
Cisco
Comcast NBCUniversal
Better.com
Slalom Consulting
Deloitte
Hilton
Intuit Inc.
Bank of America
Hubspot
Orrick
The giant job board Monster released an equally notable list of top 100 picks for working moms, in alphabetical order.