Mothers in the Workforce: Takeaways from BPC-Morning Consult Poll
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Today’s labor market is one of transition: What was once seen as a Great Resignation is turning out to be the Great Reshuffle. With labor supply restricted in response to the COVID-19 pandemic and firms seeking millions of employees, many workers are using their leverage to obtain new roles at higher wages. Consequently, average wages are rapidly rising as workers are successfully demanding higher pay in an economy where resignations and job openings are near all-time highs.
A new BPC-Morning Consult poll reveals that there are some who are not sharing in this success: working mothers. Instead working moms face conditions that are quite the opposite. They are emerging from the pandemic in a financially fragile state, facing caregiving-related barriers to economic security, switching jobs, and advancing their careers. Mothers are leaving jobs to care for loved ones or changing roles for more flexible hours. These challenges are punctuated by 8% inflation in the near-term and negative earnings and career ramifications in the long-term.
The poll reveals that policy solutions targeted to address these challenges would have outsized positive impacts on working moms. Paid family leave, affordable childcare, workplace flexibility, and emergency savings accounts would enhance their financial security, advance their careers, positively influence their ability to support their families, and support their mental health. These impacts are not theoretical. Working moms who enjoy these benefits now cite them as instrumental in our poll.
Top Findings
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Mothers in the workforce face heightened financial insecurity.
- 59% of working moms are unable to go more than four weeks without pay and still afford basic needs, including 26% who are unable to go a single week without a paycheck.
- Over half of mothers in the workforce (51%) feel less financially secure today than they did before the pandemic.
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Caregiving poses long-term barriers to career advancement and entrepreneurship, which may contribute to gender pay inequities in the years to come.
- Large majorities of mothers in the workforce are not comfortable taking a new job that aligns with their career interests but would require more demanding hours (73%), offer less workplace flexibility (61%), less job security (79%), or fewer benefits (73%).
- Among mothers who would like to start their own business, 53% cite caregiving for children as a barrier to doing so, including 72% of those without access to affordable childcare.
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The COVID-19 pandemic compounded these challenges, forcing mothers to make difficult decisions and sacrifice their well-being.
- During the pandemic, caregiving responsibilities led roughly one-third of working mothers to reduce work hours (33%), change jobs to have more flexible hours (29%), choose to not pursue career opportunities (35%), and modify their career ambitions (37%).
- Caregiving responsibilities also led over half of working mothers to reduce spending on everyday essential items like groceries and transportation (53%), reduce spending on non-essential activities like going out to eat (66%), and take less time for themselves (62%).
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Policy solutions and employer-provided benefits would have outsized positive impacts on working mothers’ careers, financial stability, families, and mental health.
- 62% of mothers in the workforce say flexible work hours and the ability to work from home would help them fulfill their family responsibilities and positively impact their mental health and stress level.
- 56% say affordable, quality childcare would positively influence their ability to work longer hours and advance their careers, while 51% say it would increase their comfort level switching jobs.
- 59% say an emergency savings account would increase their own financial security.
- 53% say paid family leave would help them stay in the workforce.
Survey Parameters
Morning Consult surveyed a national sample of 2,500 employed and self-employed mothers in the workforce. The survey was conducted April 19-29, 2022.
Top Five Takeaways
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- A sizeable majority are unable to go more than a month without pay.
- 59% are unable to take more than 4 weeks of unpaid leave.
- Over one-quarter (26%) cannot go more than a week without pay.
- Over half of mothers in the workforce (51%) feel less financially secure today than they did before the pandemic, compared to 20% who feel more financially secure.
- These trends are particularly pronounced among vulnerable populations.
- Over two-thirds (69%) of those without a college degree are unable to take more than 4 weeks of unpaid leave, including 35% who are unable to take a single week off.
- Nearly three-quarters (74%) of those earning under $50,000 per year cannot take more than 4 weeks off without pay, including 39% who can only take less than a week away from work. Moreover, 59% of this group feels less financially secure today than before the pandemic.
- Likewise, nearly three-quarters (74%) of those without access to affordable childcare are unable to take more than 4 weeks of unpaid leave, including 38% who are unable to take a single week off. Two-thirds of those without affordable childcare (66%) feel less financially secure today than they did before the pandemic.
- A sizeable majority are unable to go more than a month without pay.
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- Advancing careers often require transitioning into roles that are more demanding and can be less secure. Our poll suggests that most mothers do not have the luxury of taking these actions. Specifically, if a job opportunity arises that aligns with career interests, mothers are not comfortable taking that job should it entail any of the following:
- A significant pay cut (83%)
- More demanding and unpredictable hours (73%)
- Less workplace flexibility and inability to work from home (61%)
- Less job security (79%)
- Fewer benefits (73%)
- Changing jobs is particularly important for growing earnings and building careers. Mothers in the workforce, however, cite several barriers:
- 46% of mothers in the workforce cite caregiving responsibilities for children as a barrier to changing jobs, including 57% of Millennials, 66% of those with children under 6, and 70% of those without access to affordable childcare.
- 41% cite other forms of caregiving (such as caring for an elderly parent or a sick family member), including 51% of those with children under 6 and 58% of those without access to affordable childcare.
- 28% of mothers say discrimination due to gender, pregnancy, or raising children is a barrier, including 37% of Black and 30% of Hispanic mothers.
- Other barriers include lack of necessary skills and education (42%), professional networking (42%), and risk aversion (48%).
- Not only do caregiving-related factors serve as a barrier, but these responsibilities challenge mothers’ ability to remain employed in the first place. This is particularly true for women of color.
- 31% of mothers in the workforce say caregiving responsibilities for children is a barrier to staying at their current job, including 40% of Millennials, 36% of Black and 35% of Hispanic mothers, 46% of those with children under 6, and 51% of those without access to affordable childcare.
- 30% say other forms of caregiving (such as for an aging parent or sick relative) make it difficult to stay in their current job, including 36% of Millennials, 35% of Black and 39% of Hispanic mothers, 37% of those with children under 6, and 41% of those without access to affordable childcare.
- 22% say discrimination related to gender, pregnancy, or raising children is a barrier to continuing to work, including 32% of Black and 29% of Hispanic mothers.
- Advancing careers often require transitioning into roles that are more demanding and can be less secure. Our poll suggests that most mothers do not have the luxury of taking these actions. Specifically, if a job opportunity arises that aligns with career interests, mothers are not comfortable taking that job should it entail any of the following:
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- Nearly half (46%) of employed mothers are interested in starting their own businesses.
- Among those who want to start their own business, mothers report many barriers related to gender and caregiving:
- 53% say that caregiving responsibilities for children is a barrier to starting their own business, including 63% of Millennials, 68% of those with children under 6, and 72% of those without access to affordable childcare.
- Nearly half (49%) say other forms of caregiving is a barrier, including 58% of those with children under 6 and 67% of those also caring for a sick or disabled family member.
- 29% indicate that discrimination related to gender, pregnancy, or raising children is a barrier, including over one-third (36%) of Black mothers.
- Given the high levels of financial fragility among mothers in the workforce, it isn’t surprising that 81% cite insufficient personal funds and 68% highlight inability to access external capital as barriers to starting their own business.
- Among mothers who own their own businesses, many struggle to provide paid parental leave.
- Some of the leading barriers are cost (64%), lack of understanding of existing tax credits (56%), and disruption to business operations (55%).
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- Over the past two years, caregiving impacted the careers of working moms in multiple ways:
- 33% reduced work hours, including 40% of Millennials, 43% of those with children under 6, and 43% of those without access to affordable childcare.
- 34% turned down opportunities to work overtime, including 43% of those with children under 6 and 47% of those without access to affordable childcare.
- 29% changed jobs to have more flexible work hours, including 35% of Millennials, 41% of those with children under 6, 34% of Hispanic and 36% of Black mothers, and 40% of those without access to affordable childcare.
- 20% quit a job, including 31% of those without access to affordable childcare.
- 35% chose to not pursue career opportunities, including 40% of mothers with children under 6 and 51% of those without access to affordable childcare.
- 37% modified their career ambitions, including 45% of Millennials, 48% of those with children under 6, and 51% of those without access to affordable childcare.
- During the pandemic, caregiving resulted in financial hardship among mothers in the workforce. In particular:
- Over half of mothers in the workforce (53%) reduced spending on everyday essential items like groceries and transportation. Two-thirds (66%) of those without access to affordable childcare reduced spending on essential items.
- Two-thirds (66%) reduced spending on non-essential activities like going out to eat, including 72% of Millennial mothers, 73% of those with children under 6, and 79% of those without access to affordable childcare.
- 40% accrued credit card debt, including 53% of those without access to affordable childcare.
- 46% tapped into their emergency savings – including 53% of Millennials, 54% of those with children under 6, and 50% of Black and 49% of Hispanic mothers.
- 40% delayed or decreased saving for retirement and 22% tapped into their retirement accounts, including 29% of Black and 25% of Hispanic mothers.
- 44% delayed major purchases such as a house or car, including 51% of those with children under 6 and 56% of those without access to affordable childcare.
- Caregiving also resulted in major lifestyle changes among working mothers.
- 62% of mothers in the workforce took less time for themselves during the pandemic, including 71% of those with children under 6 and 77% of those without access to affordable childcare.
- 41% delayed major life decisions, including 46% of Millennials, 48% of those with children under 6, and 60% of those who are also caring for a sick or disabled family member.
- 19% moved closer to an aging parent or relative, including 25% of Hispanic and 23% of Black mothers in the workforce.
- Over the past two years, caregiving impacted the careers of working moms in multiple ways:
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- Large percentages of mothers in the workforce report that having these benefits would have a positive impact in four areas.
- Financial security and job stability
- Financial security
- Paid parental and family caregiving leave: 53%
- Affordable, quality childcare: 55%
- Flexible hours and/or ability to work from home: 54%
- Emergency savings account: 59%
- Ability to remain in the workforce
- Paid parental and family caregiving leave: 53%
- Affordable, quality childcare: 58%
- Flexible hours and/or ability to work from home: 59%
- Emergency savings account: 49%
- Financial security
- Career advancement
- Advancing your career
- Paid parental and family caregiving leave: 44%
- Affordable, quality childcare: 56%
- Flexible hours and/or ability to work from home: 49%
- Emergency savings account: 40%
- Your comfort level switching jobs
- Paid parental and family caregiving leave: 41%
- Affordable, quality childcare: 51%
- Flexible hours and/or ability to work from home: 42%
- Emergency savings account: 35%
- Ability to work longer hours
- Paid parental and family caregiving leave: 39%
- Affordable, quality childcare: 56%
- Flexible hours and/or ability to work from home: 59%
- Emergency savings account: 36%
- Advancing your career
- Families and mental health
- Ability to fulfill your family responsibilities
- Paid parental and family caregiving leave: 56%
- Affordable, quality childcare: 60%
- Flexible hours and/or ability to work from home: 62%
- Emergency savings account: 55%
- Mental health and stress level
- Paid parental and family caregiving leave: 55%
- Affordable, quality childcare: 61%
- Flexible hours and/or ability to work from home: 62%
- Emergency savings account: 54%
- Future plans to have kids
- Paid parental and family caregiving leave: 33%
- Affordable, quality childcare: 39%
- Flexible hours and/or ability to work from home: 35%
- Emergency savings account: 28%
- Ability to fulfill your family responsibilities
- Entrepreneurship
- Comfort level to start your own business
- Paid parental and family caregiving leave: 32%
- Affordable, quality childcare: 47%
- Flexible hours and/or ability to work from home: 37%
- Emergency savings account: 32%
- The positive impacts of these benefits tend to be more pronounced among young mothers, those with young children, and mothers of color.
- Paid family leave
- Roughly half of Black and Hispanic mothers say paid family leave would help them remain in the workforce (59% each), advance their careers (50% each), and work longer hours (50% each).
- Roughly two-thirds of mothers with children under 6 say that paid family leave would positively impact their ability to remain in the workforce (63%), their financial security (63%), their ability to fulfill their family responsibilities (67%), and their mental health and stress levels (66%).
- Emergency savings
- Large portions of Millennial mothers say that emergency savings would positively influence their ability to remain in the workforce (55%), their own financial security (65%), and their ability to fulfill their family responsibilities (61%).
- Likewise, Black mothers would find emergency savings accounts helpful for remaining in the workforce (57%), their own financial security (64%), and their ability to fulfill their family responsibilities (60%).
- Lastly, mothers with children under 6 say it would positively influence their ability to remain workforce (58%), their own financial security (64%), their ability to fulfill their family responsibilities (61%), advancing their careers (49%), and their mental health and stress levels (61%).
- Affordable, quality childcare
- Roughly two-thirds of mothers with children under 6 say affordable, quality childcare would positively influence their ability to remain in the workforce (64%), their financial security (62%), their ability to fulfill their family responsibilities (69%), their careers (63%), their mental health and stress levels (65%), and their ability to work long-hours (64%).
- Nearly half of this group (45%) say it would positively influence their future plans to have children.
- Childcare would be impactful for mothers working in health care, who say it would positively influence their ability to fulfill family responsibilities (65%), their careers (66%), their mental health and stress levels (67%), their ability to work long hours (62%), their comfort level switching jobs (60%), and their future plans to have children (46%).
- Roughly two-thirds of mothers with children under 6 say affordable, quality childcare would positively influence their ability to remain in the workforce (64%), their financial security (62%), their ability to fulfill their family responsibilities (69%), their careers (63%), their mental health and stress levels (65%), and their ability to work long-hours (64%).
- Flexible work hours and/or ability to work from home
- Large majorities of Millennials say that this benefit would positively influence their ability to remain in the workforce (66%), their own financial security (62%), their ability to fulfill family responsibilities (68%), their careers (58%), their mental health and stress level (67%), and their ability to work longer hours (66%). Nearly half say that it would positively impact their comfort level switching jobs (49%) and starting businesses (44%) as well as their future plans to have children (46%).
- Black mothers are among the most likely to benefit from this policy in each of these aspects of their lives.
- Paid family leave
- Notably, these results largely parallel those among workers who already have these benefits, suggesting that these figures are not simply theoretical: Not only would these benefits like paid family leave, affordable childcare, and flexible hours positively impact those who currently lack them, but they are already helping mothers who already have those benefits.
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