Just under a quarter (23%) of women who have taken parental leave feel their career progression has slowed as a result, according to research by HiBob.
Its fifth annual Women in the workplace report, published ahead of International Women’s Day, which surveyed 2,000 respondents, also found that more than two-thirds (69%) of female respondents said mothers are most negatively impacted by parenthood, while 20% believe dads face the same impact.
A fifth (20%) said they have been left out of key decisions because they were not in the office, and 16% have been given less challenging or lower-visibility work.
When asked which groups are most negatively impacted by reduced visibility, men were equally likely to cite men with children (39%) as women with children (39%).
The report also found that men see the parenthood penalty as gender-neutral, despite 69% of women saying mothers are most negatively impacted by reduced visibility. Nearly a fifth (17%) of female respondents said they felt less visible to senior leadership after returning from parental leave.
More than two-thirds (69%) of women said parenthood has a greater negative impact on women’s careers than on men’s. However, 16% of men actively disagree with this.
When asked which behaviours are most rewarded in promotion decisions, 35% of men and 33% of women cite being visible to senior leadership. Constant availability was cited by 34% of men and 33% of women.
Despite 93% of women remaining confident in the quality and value of their work, 21% have been made to feel uncomfortable or less qualified because of their gender.
Nirit Peled-Muntz, chief people officer at HiBob, said: “The structural barriers facing working mothers remain deeply embedded in how many organisations operate. Yet many still view parenthood as an equal workplace burden despite clear evidence that the impact is not experienced equally.
“When those shaping progression believe the playing field is level, structural disadvantage becomes harder to recognise and address. Together with leadership, HR must design progression frameworks that reward impact over presence and ensure fairness is built into the way decisions are made. Equality isn’t achieved by intention. It’s achieved when we lead and build differently.”
