Last week, leading Employment law firm Slater and Gordon published new research on the experience of 2,000 mothers returning to work, which was widely reported on by national media. The results were stark: 1 in 4 believed they were subjected to discrimination, either before or after the birth of their child. Researchers found 51 per cent considered their employers' and colleagues' attitude towards them changed when they fell pregnant, while two thirds said things were 'difficult' for them since they returned from maternity leave.
Here, Slater and Gordon's Samantha Mangwana, a Principal Lawyer specialising in Employment and Discrimination issues, reflects on the reaction to the news coverage, questions it's raised, and shares what experience has taught her about easing the transition back into work.
Have you faced discrimination at work because of your pregnancy, or alternatively, had a good experience? Let us know here on the thread - and if you blog about it, don't forget to post your URL.
"As a lawyer specialising in maternity discrimination cases for over eight years now, the results of the survey echoed the situation experienced by so many of my clients. I have seen an unexpected outpouring of rage and despair across digital media which followed the release of our research. I welcome the frank sharing of experiences which has flowed online as an important step towards changing attitudes, and tackling the problems women face in the workplace.
Working in the leading national team advising employees across all business sectors, I see at first hand the scale and impact of discrimination on women following pregnancy and maternity leave. But cases only ever very rarely come to light, either because they are settled confidentially or because, for perfectly understandable reasons, victims choose not to pursue action at such a delicate time in their lives. So, although we see these cases every day, they are largely hidden to the outside world. I am glad that this media attention has now allowed space for women to be heard, and to share their experiences more widely.
Although we had previously conducted research exploring the actual events that followed announcing pregnancy and returning from maternity leave in the workplace, this survey looked more closely at how women felt about their experiences, and what they perceived to be happening. We found that working mothers didn't feel as valued in their role, didn't think they were taken seriously at work - especially compared to younger employees without children - and yet 70% of mothers had never made a formal complaint about this unfair treatment.
This post on the Guardian caught my eye, not only because it's typical of the story so often recounted in our client meeting rooms, from a senior high-flyer 'exited' while on maternity leave, but also for the sympathy to her employers and insight shown:
"My job disappeared 'formally' as soon as I hit the 6 month leave mark. I wasn't invited to interview for the new role. I was offered a different role, same salary, no team responsibility, and a less challenging role which - I would suggest - was predominantly admin rather than management.
... I never felt my company did this deliberately. I just think the underlying attitude towards pregnant women in the workplace worked against me, and the culture was there and embedded into the organisation to let it happen. At no point did anyone wonder if I might be a viable member of the senior team on my return from maternity. As a first time mum it was simply assumed I would have other priorities."
Other readers reacted angrily to the concerns expressed by victims, and comments made to our firm on social media channels have emphasised the cost and disruption to employers, particularly if mums need emergency time off. That backlash is characteristic of the knee-jerk attitudinal shift this survey has revealed working mums experience.
Of course employers need staff who will focus on the job, be reliable and meet deadlines. But, as Mumsnetters well know, simply becoming a mother does not equate with becoming less committed to a career. Yet this discriminatory perception only seems to attack women - it doesn't happen to men. Just the reverse in fact. Often men are treated with greater respect in the workplace after becoming fathers, and seen as ready to take on greater responsibility.
Doing without key staff with little notice is difficult for any business, particularly small employers. And yes, new mums (and dads) do sometimes need emergency time off. But so do single employees and those without families. Employers must give real consideration to how to make things work and not simply reject flexible working requests out of hand - the law requires this.
In practice, the benefits to employers of agreeing sensible flexible working can be enormous - often, a degree of loyalty and commitment that no other form of reward or recognition could achieve. Increasingly, flexible working opportunities are not limited to working parents, but adopted by forward-thinking, 'agile' businesses, to attract top talent and enhance profitability.
A successful re-entry back into work is often achieved through careful planning and communication. Anticipating the concerns your employer may have and dealing with these head on in your request for flexible working is as important as the business case. This does not just make it harder for an employer to refuse lawfully. But it also then makes it easier to 'smooth the bump' and work in practice."
Let us know your thoughts, and your own experiences, here on the thread. If you blog about it, don't forget to post your URL.
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Guest blog: Research confirms maternity discrimination still rife in Britain
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JessMumsnet · 12/08/2013 14:45
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