Deciding whether to work full-time or part-time as a mother is one of the most significant career choices you may face. Balancing professional ambitions with family life is rarely straightforward, and the right decision will depend on your personal circumstances, financial situation, and career aspirations. Both options come with advantages and drawbacks, and what works for one family may not suit another.

The Case for Full-Time Work

Financial Security and Career Growth

For many parents, financial stability is a primary factor when choosing to work full-time. The Office for National Statistics (ONS) reports that the gender pay gap remains an issue, with women often earning less than men due to career interruptions. A full-time role can provide a higher salary, greater job security, and access to benefits such as pensions, paid leave, and health insurance.

Career progression is another key advantage. Professor Sue Yeandle, an expert in work and family life at the University of Sheffield, highlights that “women in full-time roles are more likely to secure promotions and benefit from professional development opportunities, whereas part-time work can sometimes hinder progression.”

Consistency and Workplace Interaction

A structured routine can make it easier to plan family life around predictable working hours. Additionally, being in a full-time role provides opportunities for networking, training, and skill development, which can be essential for long-term career prospects.

However, working full-time comes with challenges, including long hours away from children. Research from the Modern Families Index found that over 40% of parents working full-time struggle to balance their job with family commitments, often feeling guilt or stress over missed milestones and childcare difficulties.

The Appeal of Part-Time Work

Greater Work-Life Balance

Part-time work is often seen as a way to strike a balance between earning an income and being present for key moments in your child’s life. According to a survey by Working Families UK, mothers in part-time roles report lower stress levels and greater overall well-being.

Emma Stewart, co-founder of Timewise, a consultancy promoting flexible working, states, “Part-time roles can offer valuable flexibility, but they must be structured properly to ensure career development isn’t compromised.” While some companies offer high-quality part-time roles, others may treat them as secondary to full-time positions, limiting career progression.

Challenges of Part-Time Work

Reduced hours often mean lower earnings, which can impact long-term financial security, particularly when it comes to pensions and savings. The Fawcett Society, a gender equality charity, notes that women in part-time roles are more likely to experience pay stagnation and a lack of career advancement.

Another issue is job security. Part-time employees may be more vulnerable during redundancies and may not always receive the same benefits as their full-time counterparts. Additionally, part-time work can sometimes lead to feelings of isolation, as employees miss out on key meetings, networking events, or workplace camaraderie.

Making the Right Decision

Ultimately, the choice between full-time and part-time work is deeply personal and depends on factors such as financial needs, career aspirations, and family dynamics. Some mothers transition between the two at different stages of their children’s lives, reflecting changing priorities.

For those considering a career move, it is worth discussing flexible working arrangements with employers. The UK government has introduced legislation making it easier for employees to request flexible working, and more organisations are recognising the value of work-life balance in retaining talented staff.

If you are navigating this decision, consider speaking to a recruitment consultant who can help you explore roles that align with both your career and family needs. Whether full-time or part-time, finding the right balance is about ensuring that your professional and personal priorities are met in a way that works for you.

In today’s fast-paced global workplace, the importance of diversity and inclusion can’t be overstated. Workplace diversity isn’t just a trend—it’s a business imperative that fuels innovation, fosters creativity, and drives growth. Yet, for many women, particularly those from diverse backgrounds, navigating a multicultural work environment comes with unique challenges. This blog dives into diversity from a woman’s perspective, offering insights on the benefits, challenges, and actionable steps toward a more inclusive, equitable workplace.

Why Diversity Matters?

Workplace diversity matters because if everything was a square the world would be a boring place! From a woman’s perspective, diversity is essential for not only fostering a balanced work environment but also for addressing the underrepresentation and biases women often encounter. Personal stories bring to light the lived experiences behind these issues, adding depth and nuance to the conversation about diversity. By examining diversity through the lens of a woman’s journey, we can better understand its impact on individual and organizational growth, and the value it brings to the workplace.

Personal Story: My Experience with Workplace Diversity

I have been very fortunate to have travelled widely and worked in different geographies. Diversity for me is beyond gender. It is about embracing your own heritage, culture and thought process with an open and accepting mind towards people from different backgrounds.
Having grown up in a mountain town in India to working in geographies with people from different walks of life has helped me shape my personality and beliefs in a more open and broader way.

Workplace inclusivity has been a game changer. Very recently I have celebrated Diwali the festival of lights with my colleagues here at Corvus People and it was a delight to see everyone participating and eager to learn and understand about a different culture and this does create a sense of belonging and inclusivity.

The Benefits of Diversity in the Workplace

A diverse workplace unlocks new opportunities for creativity, innovation, and improved team dynamics. Teams comprising individuals from various backgrounds and perspectives are more adept at problem-solving and decision-making. When women and other underrepresented groups share their perspectives, they introduce new ways of thinking that enhance overall team performance. Research shows that companies with high gender diversity in leadership roles outperform their less-diverse counterparts, as diversity helps reduce groupthink, encourages fresh ideas, and supports more effective decision-making. By fostering an environment where diverse voices are heard, businesses can drive innovation and establish a competitive edge in today’s global economy.

Challenges Women Face in a Diverse Workplace

Despite the benefits, women—especially those from diverse backgrounds—face significant challenges in the workplace. These may include biases, microaggressions, and underrepresentation, all of which can hinder career progression. For example, unconscious biases may affect hiring, promotions, and project assignments, limiting women’s opportunities. Microaggressions, though subtle, create an uncomfortable work environment, impacting women’s morale and engagement. Additionally, a lack of representation often translates into a lack of mentorship and sponsorship opportunities, essential for professional growth. Addressing these challenges is crucial, as they not only impact women’s experiences and satisfaction but also limit an organization’s ability to realize the full benefits of a truly inclusive culture.

Strategies for Promoting Diversity and Inclusion

Creating a more inclusive workplace requires actionable steps and a commitment to change. Leaders play a pivotal role in championing diversity initiatives by setting the tone, leading by example, and holding their teams accountable. Allyship and mentorship are equally important, offering support and guidance to women and underrepresented groups. Encouraging open communication about diversity can foster a more transparent culture where individuals feel empowered to share their experiences. Additionally, implementing training programs on unconscious bias and cultural awareness can help employees understand and address their own biases, further promoting a more inclusive workplace environment.

Conclusion: Embracing Diversity for a Better Future

Diversity is more than a goal; it’s a continuous journey toward creating a more equitable and dynamic workplace. By fostering an inclusive environment, organizations can unlock the full potential of their teams and drive meaningful change. Each of us has a role to play in promoting diversity—whether by supporting a colleague, advocating for fair practices, or simply keeping an open mind. Let’s embrace diversity to build a brighter, more inclusive future where everyone can succeed and thrive.

A headline that never ceases to disappoint.

It’s natural to feel outraged at the injustice of being denied equal rights and opportunities simply because of one’s gender. The slow pace of reforms, despite the clear economic benefits of gender equality, exacerbate these feelings of disappointment. It highlights a failure of leadership and a lack of urgency in addressing a fundamental issue that impacts the lives of half the global population.

Recent findings from the World Bank highlight a stark reality – no country in the world currently provides women with equal opportunities in the workforce compared to men. This revelation, far exceeding previous estimations, underscores the urgent need for action to bridge the global gender gap.

According to the report, closing this gap could potentially elevate the global gross domestic product by over 20%, presenting a significant economic opportunity for nations worldwide.

For the first time, the report delves into the impact of childcare and safety policies on women’s labour force participation across 190 countries. Shockingly, it reveals that women only enjoy 64% of the legal protections granted to men, a decrease from the previously assumed 77%. Issues such as childcare costs and safety concerns emerge as major barriers hindering women’s full engagement in the workforce.

The report’s 10th edition also sheds light on the disparity between enacted laws and their implementation in bridging gender gaps. Despite laws on equal pay being enacted in 95 countries, only 35 have measures in place to address the pay gap, with women globally earning just 77 cents for every dollar earned by men.

While some sub-Saharan African nations have shown commendable legislative progress, a significant gap persists between legal reforms and their effective implementation.

Countries like Togo exhibit high numbers of enacted laws but lack sufficient frameworks for execution.

Addressing childcare gaps emerges as a pivotal solution, with the report suggesting that improving childcare accessibility could immediately increase women’s labour force participation by 1%. Yet less than half of the countries offer financial support or tax relief for parents, and even fewer have quality standards for childcare services, leaving parents concerned about their children’s safety.

Moreover, disparities extend to pension benefits, with 81 countries failing to account for childcare-related work absences in women’s pension calculations. Additionally, while 151 countries have laws against workplace sexual harassment, only 40 cover abuse in public spaces or during commutes, leaving women unprotected on their way to work.

Indermit Gill, the World Bank Group’s Chief Economist, emphasises that discriminatory laws and practices globally hinder women’s equal participation in the workforce, potentially doubling global growth if the gender gap were bridged. However, reforms have been slow to materialise, underscoring the urgent need for action.

In the face of such staggering revelations from the World Bank’s latest report, it’s evident that the fight for gender equality in the workforce is far from over. The disparity between enacted laws and their implementation, coupled with persistent barriers such as childcare accessibility and safety concerns, underscores the urgent need for decisive action. It’s imperative that leaders and policymakers across the globe prioritise meaningful reforms to bridge the gender gap. The economic benefits are clear, the moral imperative undeniable. Let’s go beyond merely acknowledge these findings, and heed them as a call to action, ensuring that every individual, regardless of gender, has the opportunity to thrive in the workforce and contribute fully to our collective prosperity. The time for change is now.

Written by Lesley Armstrong.