Women are considering not having children because starting a family poses such a risk to their career.
A survey of 2000 women with and without children from the Association of Accounting Technicians (AAT) found that 67% of women are concerned about the impact that having children has on their work.
One the main concerns amongst women who don’t currently have children (49%) is that their employer isn’t flexible enough to cater for their needs.
Lack of employer support
Over half of the women (55%) questioned who already have children admitted that balancing childcare and work has been difficult, with one in five (20%) blaming the lack of support from their employer.
Many working women also feel a pressure to return to work with 62% citing financial reasons for returning to work after six months’ maternity leave and 30% citing a fear of losing their job.
AAT Career Coach, Aimee Bateman said she wasn’t surprised by the findings and urged employers to focus on the productivity of mums returning to work rather than the number of hours they spend in the office.
The research revealed many women consider changing their job in favour of a new career that offers flexible working.
Employers should not ignore the pivotal role that working mums can play in an organisation. Working mums who have gained experience at an organisation will have key skills that are difficult to replace.
Employers can support mums returning to work by introducing flexible working patterns which enable them to fit their work around their caring responsibilities.
Flexible working patterns bring benefits to employers including better staff morale and increased staff retention.
The latest time and attendance technology enables businesses to respond to individual flexible working requests quickly and confidently introduce new flexible working patterns according to a person’s individual needs.
An integrated time and attendance system, such as Vanquish, enables employers to organise staff schedules with greater accuracy whilst attendance data is presented as meaningful analytics as it happens so they can instantly measure staff productivity and performance.
By gaining a true insight into all workforce matters, managers can consider new flexible working requests fairly and consistently by analysing what impact new requests will have on existing staffing levels, future workflows and costs before choosing to accept or decline.
Increased mobile functionality means employees can clock on using web-enabled devices such as PC, laptops, smartphones and tablets so employers can retain an element of control from flexible working patterns and enable workers to work from home if need be.