Many women juggle pressured careers and demanding families, often wracked with guilt in their efforts to be Super Moms. This constant battle to achieve in all areas of life leaves many feeling drained, concerned that they’re doing a disservice to either their colleagues or kids, or both.

Well, it’s time to ditch the guilt.

A 2015 Harvard Business School study found that adult children – boys and girls –  raised by moms who worked outside of the home experienced significant benefits.

For women raised by working moms this translated into a career and income boost with many occupying supervisory and professional roles and seeing nearly 25% more salary, on average than their counterparts who had grown up with stay-at-home moms.

And these working Moms also contributed to the equalisation of duties in the homes of their sons who were much more likely to share in childcare and household responsibilities, likely a result of seeing the challenges their Moms managed balancing work at home with a full-time job.

Several studies have also put paid to the worries that not being at home negatively impacts your children’s emotional or intellectual development. A study conducted in Denmark showed that children of working moms were on track for academic success with no significant behaviour, social or learning problems compared to those who enjoyed their mom’s company full time.

In fact, the Harvard study goes on to highlight some key benefits children of working moms gain, including:

  • Independence;

  • Planning skills;

  • Awareness of economics and their role in contributing to the family; and

  • Flexibility

Focus on Quality, not Quantity

Working women often say that they feel pressured to pretend that the other side of their life doesn’t exist… working as if they don’t have kids and then parenting as if they don’t have a job. In the 21st century this really shouldn’t be necessary.

Technology enables us to more effectively balance work and home, allowing us to work from just about anywhere, any time. And with more organisations switching to output, rather that time, performance monitoring, working moms should have the opportunity to customise their time to better meet their multiple needs.

Rather than burn the candle at both ends risking complete burnout, choose to focus on quality rather than quantity. It is possible to succeed in both areas of life.

Organisations realise this should be part of their EVP

Increasingly, organisations realise that they need to assist their employees – both moms and dads – to balance their careers and families. To attract and retain the best talent, organisations have steadily improved their policies around flexible working hours, remote working, parental leave and childcare benefits.

For those companies leading the way, the real shift is not in the family-friendly policies they adopt but in the organisational culture they achieve. Creating a people-centric culture where family responsibility is seen as the norm, rather than a burden, enables companies and their employees to work together towards the common goal.

Some organisations have found unique and low-cost ways of providing this culture of flexibility, including allowing employees to donate sick time to co-workers or embracing team work that enables members to cover for one another when someone needs to take time off.

Whatever the solution or structure, innovative organisations value their employees’ time at work – and at home – and realise that happy, satisfied employees are more engaged, more productive and likely to stick around.

Practicing what we preach

#TeamTSR is made up largely of incredible women who want to succeed as professional recruiters but who also desire the opportunity to balance their career aspirations with their roles as moms. We encourage this, enabling our employees to determine their own working patterns – hours, remote access and flexibility – whilst enjoying exceptional earning opportunity. We believe in measuring productivity and output rather than hours.

We are currently scouting for other recruitment rainmakers, particularly Finance and IT experienced recruiters. If you’re interested in learning more about our great organisation and employee-centric culture, please contact me for a no-obligation career conversation.