ANN/THE STAR – The societal expectations placed on mums to provide care for their families have not changed to account for the financial burdens they must carry. Mothers are forced to shoulder the dual responsibilities of being the go-to parent and performing at the highest level at work.
However, constantly walking a tightrope may result in burnout; when the chips are down, some moms choose to give up their careers and remain at home with their kids, even if that wasn’t their original plan.
Although there is no human resource manual that prohibits discrimination against women based on their maternity status, anecdotal evidence suggests otherwise.
When they need to take a day off for an emergency involving their children or when they are unable to stay late at the office to care for them, the majority of working moms encounter discrimination at work.
It’s no secret that some businesses are really reluctant to hire moms due to the perception that their attention span is wider and they can’t give their all at work.
In 2018, a TalentCorp report stated that local universities see 55 per cent of women enrolment, with 54 per cent of them joining the labour force. However, they tend to exit the workforce in their late 20s and early 30s, often due to family commitments.
In 2022, according to World Bank data, Malaysia’s female labour force stands at 39.2 per cent, with only a four per cent increase from 1990.
VV Consulting Group founder Vaishana Vasuthavan, 31, said until now, men are still often perceived to be able to balance work and family responsibilities better than women.
“To retain mothers in the workforce, this stereotype has to go. To approach a woman’s ability to deliver from just a ‘maternal gaze’ would be incorrect and biased,” she said.
“Some hires, unfortunately, are unable to deliver the job due to many factors, including overwhelming family obligation. There are 1,000 things that can derail a person from doing her job and being a mother may not be one of them,” she said.
Despite this stereotype, hiring mothers is actually an advantage in most cases, Vaishana said, because despite their dual attention and caregiving duties, they are loyal and dedicated; qualities that are hard to come by these days.
Powerwell Holdings Bhd Executive Director Catherine Wong, 58, strongly disagrees that having mothers as employees is a disadvantage.
“Women contribute about 28 per cent to the global workforce. This is a big chunk. If the economy rules out hiring mothers as employees, it could provide a great setback in general economic growth,” Wong, who has three children, said.
As a female leader in a male-dominated industry (Powerwell manufactures electrical switchgears), Wong said the men-manage-better bias comes from the belief that men are more capable than women in many ways, especially at work.
Founder and Chief Executive Officer of Kiddocare Nadira Yusoff, 46, said despite modernity, society still holds on to the idea that mothers should nurture families and fathers should be breadwinners.
“So when they work, mothers are seen to be more involved in their children’s life, and some employers think that this is a distraction from taking full or extra responsibilities,” she said.
“Mothers, like any other employees, can be dedicated and capable. It’s important to consider individual qualifications, skills, capabilities and commitment to the job, rather than making assumptions based on family status.”
BloomThis co-founder and Managing Director Penny Choo, 36, agrees that the value of a worker lies in his or her strengths, skills, attitude and character, not their family commitments.
“I have experienced less-than-responsible staff whose level of productivity dropped when they got pregnant, which caused them to be frequently absent from work without notice.
Despite the nature of the problem, we hold people accountable for their performance and efficiency, not their marital status or pregnancy,” she said.
FOCUS ON SKILLS
Nadira, who has six children, said to stop the stereotype surrounding mothers, it’s essential for employers to focus on an individual’s qualifications, skills and dedication to the job rather than making assumptions based on personal circumstances.
“Prejudice or discrimination against any group, including mothers, is just a no-go and goes against the principles of fair and inclusive hiring practices,” she said.
“Everyone progresses differently in life, whether in career or personal goals and no one should be judged for wanting to start a family, for example. We just need to focus on hiring based on qualifications, skills, capabilities and commitment to the job.”
Wong emphasised that it is essential to recognise and celebrate the contributions of women in all industries and fields, while also acknowledging and addressing the unique challenges they face.
“We should focus on the outcome without instituting any gender discrimination for either women or men, fathers or mothers. They should both be regarded as equal parents.
“It’s unavoidable for mothers or even fathers to have unexpected emergencies arising while they are working, so as employers, we should provide as much support as we can, by taking the effort to understand their situation before making a decision,” she said.
For Choo, who is a mother of one, practising a gender-neutral approach can help foster a more cohesive team and a healthier work environment.
HOW COMPANIES HELP
Anis Nasyreen Abdul Ghani, 36, who works in public relations, says while she has had her share of being judged for being a mother, she keeps her work performance up by staying dedicated to accomplishing her tasks at hand.
“On a personal level, I want to prove that my role as a mother does not impede my ability to excel in achieving my responsibilities. Sometimes, we just need to ‘shut the noise’ by disregarding external opinions and concentrating on our priorities and what truly matters,” she said.
She said hiring mothers is advantageous.
“We are better managers, we can do work faster and handle multiple tasks with speed and precision. We juggle so many things as it is.”
While the general perception is once a woman becomes a mother, she slacks at work, Ain said the opposite applies to her.
“Motherhood makes me focus even more so that I can complete the tasks assigned to me in the best quality before end-of-day so I can go back home to my two children on time,” she said.
Vaishana said employers can also offer flexible work hours, remote work options or job-sharing opportunities to accommodate diverse needs and promote work-life balance.
“This flexibility can boost employee satisfaction and productivity and that is good for the company too. I recommend that companies educate themselves and their workforce. They can eliminate prejudice by promoting diversity and inclusion,” she added.
Nadira agrees that having a supportive and flexible work environment can help all employees, including mothers, balance their personal and professional responsibilities.
“Emphasising equal opportunities and fair treatment for all employees, regardless of their family status, will foster a more inclusive and diverse workplace for everyone. Flexibility in supporting employees in their effort to balance professional and personal commitments will help optimise productivity too,” she said.
Wong said if society continues with its current prejudice and stereotype, the losses would be huge. Citing a Bloomberg report, she said the global economy risks losing at least USD7 trillion economic gains each year if the global gender disparity issue in the workforce is not addressed.
“This is why I highly encourage more organisations to provide more employment opportunities for women, especially mothers, to join the workforce, which could ultimately improve global economy. Organisations need to also implement more forward-thinking policies to avoid gender bias,” she added.
“A good example is to provide the same level of advantage for every employee regardless of gender, such as extending the benefit of parental leave to working fathers and mothers equally.”
Choo said when it comes to hiring, it’s essential for companies to assess candidates based on their skills and qualifications, without making assumptions about their future personal choices, like getting married and having a family.
“A company’s focus should be on fostering an inclusive workplace where everyone can thrive, regardless of family responsibilities.
“So, even if our employee becomes a mother, we will still support work-life balance with flexible arrangements and parental leave options for both men and women,” she added. – Syida Lizta Amirul Ihsan
