Recent research from The Stepstone Group highlights the pivotal role parental leave plays in shaping career trajectories, particularly for women. The study, titled “Working Parents & Beyond,” surveyed over 2,000 working parents with children under ten years old, revealing that only half of the mothers return to their previous positions after taking parental leave. This period of absence often leads to significant changes in employment status and working hours, which has broader implications for gender equality in the workforce.
The Impact of Parental Leave on Employment
A third of the surveyed women do not return to their jobs at all after parental leave, ultimately severing ties with their employers. Another 17 percent remain with their company but transition to a different role. In stark contrast, 85 percent of men continue in their previous positions post-leave. These statistics underscore the unique challenges faced by women in balancing career and family life.
Reduction in Working Hours: A Gendered Choice
Regardless of whether they stay in their current role or take up a new one, a significant majority of mothers (three out of four) opt to reduce their working hours upon returning to work. This decision is less common among fathers, with only 17 percent choosing to work fewer hours. The primary reason for this reduction is the shortage of childcare options, compelling 66 percent of parents to seek more time with their children and 65 percent to avoid the dual burden of childcare and work.
Aspiring for Full-Time Work: Mothers’ Perspective
Despite the initial reduction in working hours, two out of three mothers expressed a desire to return to full-time or near full-time work (30-40 hours per week), provided adequate childcare is available. Specifically, 50 percent of these mothers would prefer full-time employment if childcare was assured. Interestingly, a similar proportion of fathers also showed a preference for full-time work under the same conditions, with 23 percent leaning towards near full-time schedules.
Addressing the Gap Between Aspiration and Reality
Dr. Tobias Zimmermann, a labor market expert at The Stepstone Group, emphasized the discrepancy between the aspirations of working parents and their actual employment situations. He pointed out that this gap is detrimental to overall productivity, especially in a climate of rising unemployment. "It is crucial to keep parents in the labor market as much as possible. The study shows that many want to remain engaged in their careers. Employers need to offer more benefits and support infrastructure to make this feasible, thereby counteracting gender inequality and labor shortages," Dr. Zimmermann stated.
Methodology and Scope of the Study
Conducted in October 2023, the “Working Parents & Beyond” study surveyed approximately 12,000 individuals in Germany, including around 6,000 parents, with 2,000 having children under the age of ten. The survey aimed to explore the challenges and opportunities in achieving a work-life balance. The findings are representative of the German working population, considering factors such as age and gender.
The Role of The Stepstone Group
The Stepstone Group, a prominent global digital recruitment platform, connects employers with suitable candidates and assists individuals in finding the right job. Annually, the group facilitates over 110 million job applications, linking them with more than 140,000 employers. Utilizing AI-powered solutions, The Stepstone Group enhances the recruitment process for both job seekers and recruiters. In 2022, the company reported revenues of around €1 billion, operating in over 30 countries, including notable platforms like Stepstone in Germany, Appcast in the USA, and Totaljobs in the UK. Headquartered in Düsseldorf, Germany, The Stepstone Group employs over 4,000 people worldwide.
Working Parents & Beyond: Key Findings
Mothers Returning to Previous Position
50%
Fathers Returning to Previous Position
85%
Mothers Reducing Working Hours
75%
Fathers Reducing Working Hours
17%
Mothers Preferring Full-Time Work with Childcare
50%
The Broader Implications of the Study
The findings from The Stepstone Group's research have significant implications for policymakers and business leaders. The clear preference among mothers to return to full-time work, if childcare is available, suggests that improving childcare infrastructure could be a key strategy in retaining female talent in the workforce. Additionally, the disparity in post-parental leave employment between men and women points to the need for more equitable parental leave policies that encourage shared responsibilities.
Enhancing Childcare Support
One of the critical steps toward bridging the gap between career aspirations and reality for working parents is enhancing childcare support. Governments and businesses alike must prioritize the development of accessible and affordable childcare services. By doing so, they can ensure that both parents have the opportunity to pursue their careers without compromising their roles as caregivers. This approach not only supports individual families but also contributes to a more balanced and productive workforce.
Flexible Work Arrangements
Another important consideration is the implementation of flexible work arrangements. Offering options such as remote work, flexible hours, and job-sharing can help parents balance their professional and personal responsibilities more effectively. These arrangements should be designed to cater to the needs of both mothers and fathers, promoting a more inclusive work environment.
Cultural Shift Towards Shared Responsibilities
A cultural shift towards shared parenting responsibilities is essential in addressing the gender disparities in the workforce. Encouraging fathers to take an active role in childcare and household duties can alleviate the burden on mothers and enable them to pursue their career goals more freely. This shift requires not only policy changes but also a transformation in societal attitudes towards gender roles.
Corporate Responsibility and Gender Equality
Businesses have a crucial role to play in promoting gender equality. By implementing family-friendly policies and fostering an inclusive workplace culture, companies can support working parents in achieving a better work-life balance. This includes offering parental leave for both parents, providing childcare facilities or subsidies, and promoting flexible work arrangements. Companies that prioritize gender equality are likely to attract and retain a diverse and talented workforce.
The Stepstone Group's study sheds light on the significant impact of parental leave on career trajectories, particularly for women. The findings highlight the need for better childcare support, flexible work arrangements, and a cultural shift towards shared parenting responsibilities. By addressing these issues, policymakers and business leaders can help bridge the gap between career aspirations and reality for working parents, ultimately contributing to a more equitable and productive workforce. As society continues to evolve, it is crucial to ensure that all parents have the opportunity to thrive both personally and professionally.
