Exploring the intersection of professional and personal identities, we delve into the debate surrounding the inclusion of motherhood on a resume. Is it a strength, a liability, or a non-issue? Let's unpack the complexities of this question.
Does the title belong on mums’ CVs?
Many have advocated that motherhood is a legitimate job that builds employable skills
- If employers are willing to recognize these skills, listing motherhood among workers’ professional qualifications could position them well
- But although women may be willing to communicate their roles as mums, the work world may not yet be ready to listen
The hiring perspective
Subjectivity and ingrained biases persist
- Some hiring managers might pass over mothers because they assume they’ll need more time off, or take advantage of a flexible scheduling policy.
- Context is everything in the eyes of a hiring manager, who just wants to know how a candidate can help them fill their vacant role.
Experts say the visibility of motherhood during the pandemic may have set back progress on fixing the motherhood penalty
Drawing attention to one’s motherhood carries risk for all women, but the potential drawbacks for some women are more dramatic for women of color.
- In 2019, black women were paid only 63% of what non-Hispanic white men were, and Latinas were compensated at only 55%
- Implicit bias is a huge factor
- Taking the temperature of a potential employer also goes beyond a decision about how to present a resume: it’s also important as a broader signifier of a company’s culture around motherhood
- If enough mothers vote with their feet, this could help spur a larger cultural change
Extracurricular activities can influence the way an employer views a candidate
Stereotypically masculine activities are seen to be compatible with what is wanted in the workplace
- So, a role on the university rugby team can communicate collaboration and teamwork
- Or triathlon training might point to well-roundedness and grit
“Motherhood penalty”
Studies have shown that employers view mothers as less fit for employment and promotion than their non-parent counterparts
- Mums are also offered lower baseline salaries than candidates without children
- The pandemic may have entrenched these biases, driving professional acceptance of motherhood in the wrong direction
