Having it all? How the motherhood penalty impacts women’s work beyond pay

Having a child is bad for a woman’s lifetime earnings and this “motherhood penalty” is now well recognised as a major component of the gender pay gap. But how does the motherhood penalty extend to working conditions and the holistic experience of work?
How do mothers fare when it comes to benefits, training opportunities, promotion prospects, control over day-to-day tasks, working hours and work-life balance? How has this been changing over time as the maternal workforce evolves?
This session discussed the factors contributing to mothers’ job quality, including childcare issues, gender roles at home and maternity discrimination, plus practical steps that could be taken to improve mothers’ job quality, wellbeing and retention in the workforce.
Speakers:
Ori Chandler - Group Head of Diversity, Equity & Inclusion, Aviva
Heejung Chung - Professor of Work and Employment, King's Business School
Minna Cowper-Coles - Research Fellow, the King's Global Institute for Women's Leadership
Nikki Pound - Policy Officer - Women's Equality, the TUC
Rosie Campbell - Professor of Politics and Director of the King's Global Institute for Women's Leadership (chair)
The research presented in this webinar was funded by the Nuffield Foundation.