Advocating for change: Advocating for mothers in the workplace

As an advocate of inclusion since the founding of the Association of Certified Public Accountants (ACCA) in 1904, we have always been proud to support women in the workplace. In 1909, ACCA became the first accounting body to recognize a woman, Ethel Ayers Purdy. She spent most of her professional life pursuing women’s equality, and in fact, witnessed gender inequality and resisted, campaigned, and fought for public policy reform.

As a leader, a woman, and a mother, I’m proud to be part of a company that supports inclusivity and women’s rights, and provides board seats for working mothers. I have seen a lot of positive progress towards closing the gender gap in the workplace in recent years. More women are entering management positions, and the global gender pay gap is gradually narrowing. And all this is not normal for me. As someone who has experienced the very real challenges of giving birth and returning to full-time work so soon afterwards, I believe more needs to be done to support women at this most important and important life milestone. I know this from direct experience.

In February 2022, UAE labor law extended paid maternity leave from 45 days to six weeks, with an additional two weeks paid at half pay. It’s definitely a step in the right direction. I think we all instinctively understand that increasing support for childbearing women will only help ensure that the rich talent pool represented by the female population is not diminished during the childbearing years. Masu. However, there is still a long way to go. This is not just a local issue, it is a global issue and requires governments as well as the public and private sector to implement policies that enable mothers to return to work, build long-term successful careers and thrive in the workplace. It is required to be introduced.

Many women are torn between fulfilling their role as mothers and returning to work sooner than they would like. There is a misconception that if a woman does not want to return to her job after only 45 days, she does not want to return at all, or that she does not value her job. This resonates with my own experience and is an issue I am very passionate about. It’s a huge factor for many women who feel they have no choice but to quit their careers to raise a family. Understandably, many women don’t feel ready to return to work in such a short period of time. There is little time for mothers and children to bond, recover from childbirth, and develop healthy patterns. Women should not have to choose between being a mother and having a career. We need an environment that encourages both.

Of course, the challenges are even greater for women who run their own businesses. Being self-employed naturally means you have fewer days off because it takes time to invest in your business and you don’t get paid if you don’t work. My own experience of maternity leave in the UK was similar to maternity leave in the UAE. I ran an accounting firm and only had 40 days of maternity leave. I felt I had no choice but to return to work with an air of competence and calm when my true feelings couldn’t be further from the truth. I was under a lot of pressure to serve customers, even with a newborn in my arms.

Related: Getting it done: Lily Kanderaft, founder of Malaak Mama & Baby Care

Recent reports from maternal It shines a light on the harsh realities that mothers in the United States constantly battle, including mental health and workforce barriers, as they navigate growing careers and families. 52% of working mothers said they had considered quitting their job due to childcare costs, 64% said they needed more flexibility to return to work, and 25% of stay-at-home mothers % (15% in 2022). The report also found that working mothers experience higher levels of anxiety and depression than working fathers, with 66% of working mothers reporting a negative impact on their mental health. did.

These findings demonstrate the global need for flexibility in the workplace for working mothers and the affordability of it for women to return to the workforce and pursue careers after motherhood. It clearly shows that childcare options and costs need to be improved to ensure that Of course, it’s no surprise that high childcare costs are having an impact on how mothers pursue their careers.according to forbes, 70% of mothers say they have had to sacrifice their career to meet the needs of their family, with 50% citing child care as the reason. In fact, 72% of mothers find childcare costs to be a significant financial burden, which simply means that the lack of affordable childcare is probably the biggest barrier to mothers’ full participation in the workforce. This confirms that this is a major barrier.

So what can companies do to help women work? Start by evaluating the company’s flexible work arrangements, paid time off policy, mental health support, access to affordable child care, and overall supportive culture. Companies that truly believe in supporting their female colleagues will have already considered these things and created policies and processes that support these very real hurdles. Returner programs also provide a supported route for women to return to the profession and can address many of the challenges that working mothers can face. Loss of professional confidence, combined with widespread recruiter bias against candidates without recent experience, leads returners to accept lower-paying, lower-skill jobs, lowering morale and draining talent. This can lead to huge waste. Returns, supported recruitment and returner training programs are just some of the initiatives employers can adopt to support working mothers.

In the UAE, the government’s strengthened fertility policies are helping women find balance between family life and career. The latest proposals to allow mothers with children under the age of 10 to have a hybrid setting should be praised. And we are making positive progress in the wider Middle East region. Saudi Arabia continues to advance the status of its female population, with the proportion of working women increasing significantly over the past two years. The Saudi Arabian General Authority for Statistics attributes the increase in the number of women in the workforce to higher education levels, as well as several government initiatives such as expanding childcare services and increasing remote and hybrid work options.

With ACCA’s ongoing Women in Finance initiative expanding to Saudi Arabia and Oman, the potential to support and ensure mothers’ development is incredible. Supporting mothers is not only a matter of equity, but also a strategic imperative. Motherhood has long been perceived as a negative for working professionals, as some may not be able to manage their work-life balance. This reality is often known as the “motherhood penalty.” However, by promoting opportunity and embracing gender diversity, societies can maximize the potential of women in the workforce, leading to positive social change and economic growth. It is everyone’s responsibility to contribute to meaningful progress. Our society can only benefit greatly by supporting women at every stage of their careers.

Related: Striking a balance: Balancing parenthood and entrepreneurship in the GCC