As a new mum myself working in a predominantly female industry, which is thriving with driven and ambitious women, I read this report with great interest.
Although there’s fierce debate from both parties, I don’t believe there will ever be a right answer and many will just have to agree to disagree on the matter.
For some women it’s about money, for others the feeling that they are unable to balance a demanding job with family life means lowering their career aspirations, others have the drive and passion to succeed regardless, and there will always be the stay-at-home mums dedicated to looking after their children, choosing this lifestyle over a fulfilling business career.
So does any of this really contribute to the shortfall in women in management positions?
Although there is some truth in this, I was pleased to read that the overwhelming majority of women (74 per cent) felt they had been able to return to their career without affecting family life.
Yes, there are obstacles to overcome along the way – childcare costs and flexible working to name just a couple. Of course it would be great to work from home when you like, but is it really practical and does it pose an unfair bias towards you over those colleagues without children? If you get the work done, does it even matter when and where it’s done?
Well, a lot depends on your employer and your job, but regardless of sector, if you want to succeed in business, having a family should not be a barrier to achieving your goals.
Although some might argue that juggling a hectic family life with a demanding job is bound to impact on productivity and a woman’s ability to progress to the board room, co-ordinating family life around a high profile career means that working mums have to up their game and plan their time precisely, resulting in a more focussed and motivated individual.
With this in mind, the Government’s emphasis is now on encouraging young women to aim high from an early age and for businesses to become more flexible to not only help working mums continue along a successful career path, but also to encourage the development of older women that may have taken a career break to start a family.
While I believe this news is another positive step forward for women in business, it still begs the question that even with more support and guidance, what’s an appropriate level of representation? If our male counterparts are as qualified, then should they be denied the opportunity to succeed in business in order to balance the equality battle?
A working mum’s view
For me, returning to work after having a baby was an opportunity to embrace the change in a positive way. It’s not just the light at the end of the tunnel of the sometimes isolating feelings of new motherhood, but an opportunity to evaluate your priorities and build a solid platform to develop further. Just because you have a family, it doesn’t mean that your career needs to go on hold for the next 18 years!
If anything, it has allowed me to take a step back and look at my career from a different perspective and I actually feel that I am more focussed and engaged than ever before. I’ve come back with a fresh pair of eyes, more creativity and a whole bunch of new ideas not only to help grow our current clients but the business too.
Yes my life has to be run like a military operation but with a little careful planning and preparation, why shouldn’t I carry on my career?
Hannah Dudek
Account Executive
