This week, the charity Pregnant Then Screwed launched a live online career shredder, with the aim of virtually shredding 74,000 CVs in representation of the up to 74,000 women who experience losing their job as a result of pregnancy or maternity discrimination every year in the UK.
As part of the campaign, individuals are invited to upload their CVs to go through the shredder. At the time of writing, more than 3,000 CVs had been virtually shredded, with viewers able to watch via a live shredder cam.
There is no doubt this is a shocking number of women who are sacked, constructively dismissed or made redundant each year due to their decision to have a family. And this isn’t a new issue. This is something we have seen being discussed and, indeed, have written about numerous times over the years. The number of individuals currently sharing their personal experiences on social media is testament to how prevalent the issue is. So, why isn’t more changing?
According to research published by Pregnant Then Screwed this week, the issue actually appears to be worsening in the UK. In 2016, for example, 54,000 women said they had had to leave a role due to pregnancy or maternity discrimination. The current charity’s current projection of 74,000, therefore, represents a 37% increase in the intervening years.
Its research also found that half of respondents who are pregnant, on maternity leave or returning to the workplace said they had a negative experience at work. Of these, a fifth left as a result. In addition, 36% felt that they had been sidelined or demoted while pregnant, on maternity leave or just after they returned to work.
Yet, despite these statistics, just 2% raised a tribunal claim in response.
But, while this issue appears so widespread, anecdotally, in recent years we have seen a number of employers making great strides in this area in order to support all employees, regardless of gender, with parental responsibilities. In the grand scheme of things, however, sadly these employers still appear to be in the minority.
While it may require a change in culture or shift in thinking, employers that achieve the right approach for returning and working mothers will find it can be a very compelling proposition. Knowing that you have the flexibility to be present for your children when needed without penalty can be invaluable. The transferable skills from motherhood to the workplace, meanwhile, can be a real asset to employers, with the benefits of these often far outweighing the flexibility and understanding desired of employers in return. As more traditional approaches to work have changed in recent years, many organisations have experienced firsthand the benefits of a more flexible approach, so surely it is time to apply this flexibility to better support working mothers, and ensure many talented individuals do not find themselves pushed out of the workplace?
With so many organisations yet to strike the right balance in supporting mothers, those that have do are likely to reap the benefits in terms of employee loyalty, retention and engagement.
Debbie Lovewell-Tuck
Editor
@DebbieLovewell
