Motherhood tax: A lot more needs to be done to help women in the workplace

This incident has elicited mixed reactions across genders; about inclusion or exclusion. The event was meant to honor women on an International Day for Women; for all women and girls.

“I never for once anticipated discrimination from an event centred around women. How can we talk about breaking barriers when mothers are still choosing between showing up for themselves or their children?” wrote Abigael Kanini.

“For an event about empowering women, on International Women’s Day, to discriminate against a woman just because they showed up with their child, I honestly can’t wrap my head around that!” she continued.

Ms. Kanini narrates how she was excited to attend this Women’s Conference because as a woman in the fashion world, she would not only create a strong clientele but also get the chance to interact with fellow women for a bigger cause.

Motherhood Tax

Motherhood tax or motherhood penalty, is the economic and professional disadvantages a woman experiences after having a child or children.

Career mothers, more often than not, have the dilemma of ‘choosing’ between career and motherhood. Such roadblocks create economic stagnation for women with children, hence increasing the wage gap.

Moms often forego career advancement opportunities in favour of childbearing and childrearing. Those who go for the glass ceiling might still have periods where their career progression stagnates because they need to take care of their little bundles of joy.

While maternity leave benefits vary by organisation, some companies or organisations don’t pay women when they proceed with their maternity leave.

The Maternity Protection Law under the Kenya Employment Act mandates that female employees are entitled to at least 90 days of paid maternity leave.

A study by the Kenya Human Rights Commission (KHRC) 2019 reported that women face challenges when they return to work after maternity leave, citing a lack of flexible working hours and insufficient support for nursing mothers.

Both public and private employment sectors have not yet fully implemented adequate support systems like breastfeeding rooms and flexible working schedules for moms.

Njeri Migwi, the Co-founder and Executive Director of Usikimye, a platform that rescues and offers refuge for victims and survivors of sexual and gender-based violence, reveals that babies are allowed in all their events about and for women.

“See, we can’t say we are accelerating and empowering women yet we don’t accommodate them with their children. We all need to understand that one of the biggest challenges women face, is when they become mothers,” said Njeri.

Inclusive workplaces and events ensure everyone is present at the table. This requires reviewing existing structures, policies or procedures that prevent mothers from participating in career advances, training and conferences.

“Women are sometimes discriminated against when it comes to job opportunities, leadership positions and promotions at work,” observes Robert Wanyonyi, the Group CEO of Tandao Media Group – Kenya.

“Organisations still have the traditional belief that a woman can’t make great progression of a company because of pregnancy and childbirth breaks (maternity leave) which puts us men at top levels as compared to our female counterparts. But for me, I believe in women in leadership” he says, revealing that most of the top leadership positions at TMG are held by women.

Mr Wanyonyi opines that for society to meaningfully advance gender equality, organisations, managers and event organisers need to build knowledge, understanding and capacity to best support mothers in all spaces. This, he states will create an inclusive and equitable culture that accommodates all women; with or without children.

“Guests are allowed to be accompanied by their toddlers when they visit our TMG offices, because why not?” discloses the CEO, adding that female staff who might face short-term challenges with nannies are accommodated with their babies during office hours as long as official duties are executed without interference. The place, he notes, has child-friendly spaces.

By educating and supporting mothers and their babies at places of work, families, communities, training and conferences, we positively impact economic growth. It’s an all-round win.

About two years ago, a female journalist working with a local radio station in Busia town warmed the hearts of netizens when she was pictured with her 2-year-old baby in their live studios.

Catherine Ooko, who was the breakfast show host then, had no house help to attend to her toddler while away on duty.

“I had no option but to tag along my baby to work. My colleagues helped with babysitting as I hosted the show,” said the 27-year-old show host.

Motherhood is a radically new relationship with oneself and everyone around including the space a woman occupies, personally and professionally.

Cooperating with evolution and inclusion is essential for women to continue holding positions of influence, regardless of age or stage of motherhood.

Society needs to challenge cultural bias and beliefs of placing childcare responsibilities on women, creating a burden for working mothers who are expected to be present both at work and at home.

Women with children can still have fair chances to break the glass ceilings at work and other professional spaces.

It will only take employers and conference organisers to create flexible working hours and child-friendly spaces to ensure that no woman has to choose between her career and her child.

For all women and girls: Rights, Equality, Empowerment.