THE LOSS OF WOMEN IN LEADERSHIPHow to Keep Working Mothers From Walking Out the Door

The Bright Horizons Modern Family Index, a survey of more than 1,000 new and expectant mothers, shows that women are worried about what will happen to their career post baby; and their fears are not imaginary.

1 in 4 expectant mothers have seen

colleagues passed over for promotions or other opportunities

after having a baby

1 in 5 first-time parents had limited

opportunities for advancement after announcing their pregnancy

1 in 5 first-time parents had

responsibilities taken from them after returning to work

ANTICIPATING A BLEAK FUTURE

More than half of new mothers (and in fact 69% of new fathers) expect a new baby to mean a job change. That’s a big risk for employers:

• Women earn more of today’s college degrees1 • Their numbers in the workforce are rising while

men’s are decreasing2 • They continue to surpass men in management and

professional roles3

LOSING THE NEXT GENERATION OF LEADERS

1 Kurt Bauman and Camille Ryan, “Women Now at the Head of the Class, Lead Men in College Attainment,” United States Census Bureau, October 7, 2015

2 “Women in the Labor Force; a Data Book,” United States Department of Labor, December 2015

3 “Women in the Labor Force; a Data Book,” United States Department of Labor, December 2015

WHAT EMPLOYERS NEED TO DO

Family friendly organizations understand that attracting and retaining valuable working mothers requires an organizational shift. Maternity leave

can’t be the end game, but rather a step on a clear pathway to a thriving post-baby career.

71%

59%

81%

69%

Women are very clear about what would illustrate that path

66%

are looking for supportive managers

want opportunities to grow

said flextime would show support

answered that back-up child care would show support

answered that work-site child care would show support

Retaining working mothers — preserving a pipeline of women in leadership roles — is not just a benefit for employees. Gender diversity is good for the bottom line. Organizations with women in leadership roles are more profitable, with a

30% increase in women in top management associated with a 15% rise in profits4. Further, the presence of women in these positions provides critical role models for today’s young girls to see a future as successful mothers and professionals.

So what can you do? Download our eBook to learn more.

A BOOST FOR THE BOTTOM LINE

4 Marcus Noland, Tyler Moran, and Barbara Kotschwar, “Is Gender Diversity Profitable? Evidence from a Global Survey,” Peterson Institute for International Economics, February 2016

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To learn what it takes to retain and engage working mothers, download our eBook.