Silver Lining For Working Moms During Economic Meltdown
By Maria Montesano
Uncertainty and angst has swept the world over the past few months: the fear of a global recession, banking fallouts and plummeting stock markets. With business confidence levels following suit it only stands to reason that moms in the workforce (or those planning to re-enter) will be feeling the pressure too. With such a dark cloud looming, how can working moms find that silver lining?
Moms can often experience workplace inequalities such as reduced opportunities for promotion, which usually stems from moms' preference for part-time or casual employment. In an economic downturn part-time or casual positions work well for businesses through curbing operating costs. This reduces business expenses such as superannuation, insurance and wage costs. It also frees up workspace and infrastructure, enabling organisations to utilize these for multiple employees instead of just one. Effectively, part-time workers will be increasingly in demand and this is a plus for working moms who need to juggle family life as well their career.
Research has shown that more working moms prefer work at home opportunities over most other flexible working arrangements. Teleworking, which is working from home or another remote place using some form of telecommunication, is fast becoming the work model of the future. Businesses are saving on enormous overheads such as corporate office space and infrastructure. There are many flow on benefits - reduced absenteeism, increase in employee satisfaction, reduced attrition rates, just to name a few - all resulting in significant fiscal savings.
For many moms working from home is a Utopian choice; much desired work/ family balance is achieved whilst cutting back on commute and other work-related costs. Reliance on child care is also reduced, allowing mums to spend more time with their young children. In any economic climate teleworking makes workforce participation more viable for moms. However, for more difficult times teleworking is a saving grace.
I have been a teleworking mom for the past three years. Experiencing two difficult pregnancies and a recent post-delivery medical operation, I was able to keep working until six days prior to delivery and resumed work only six weeks after the birth of my second child in May this year.
Rising petrol costs, mortgage rates and high living costs makes workforce participation a necessity these days for many moms, including myself. For me it was a strong maternal pull which fuelled my decision to seek more flexible working options: I didn't want to work full-time and I didn't want to spend endless hours away from my baby. I set up my own business from home whereby I contract my services out to several employers, taking on smaller projects (called microjobs). I have a main project I am contracted to and take on other smaller projects as I am able to. My priority is to raise my two children and my work schedule must fit in with this.
Teleworking provides compelling benefits for the economy, particularly as it can provide measures to sustain national employment levels. Whilst businesses need their core employees to operate, they don't need expensive offices or real estate to survive.
Consequently issues that were once considered barriers to moms' careers are now emerging as competitive advantages in the workforce. Moms are now better than ever placed to compete on an equal footing in the workforce. Moms are now in the position to negotiate flexible working terms with existing or prospective employers and not feel impaired by such requests. Instead, working part-time, casual or remotely suddenly seems a more attractive bid to employers.
More education and awareness needs to be raised about the benefits of engaging working mothers - particularly via flexible working models including part-time and working from home. The national skills shortage is only the tip of the iceberg; working moms can potentially add unparalleled value to our nation's businesses and thus the economy. Businesses are starting to realize this value as critical talent is often lost when employees start a family and are faced with a brick wall when attempting to re-enter the workforce as a parent. When dealing with tough economic times businesses need to ensure that their organizations are equipped with the best talent on their teams. This means that businesses need to review their workplace models and offer more innovative styles of working. This will broaden their horizons, enabling them to engage a wider span of the workforce - including moms - to ensure they attract the best possible talent.
In essence, although daunting at the forefront, the economic gloom may be casting a silver lining for working moms. Now is a good time for moms currently working or those wanting to re-enter the workforce to take a stand and negotiate flexible working terms, including telework with their current or potential employers. There is much to be gained from both sides of the arrangement. A positive outcome from such agreements can also spill into improved national, and potentially global, economic conditions.
For moms looking to negotiate a teleworking arrangement in their existing or new job I suggest the following plan:
1. Identify job opportunities that are suitable for telework. Jobs with high location-dependent qualities (e.g., retail sales) are least suitable. Jobs involving low levels of customer-facing tasks which also have low location-dependency, e.g., research, administration, etc., are most suitable.
2. Research the role/company and approach the employer. 3. Focus on your talent, skills, qualifications and experience then sell yourself!
4. Highlight the benefits that your proposed flexible working arrangements will bring to the business.
5. Organise yourself and your family in preparation for the work.
6. Ensure you have the necessary equipment (i.e., computer, internet access, etc) or negotiate with your employer to supply these.
7. Negotiate an agreed work schedule with your employer and review this in three months time.
8. Document your agreed terms and have your employer sign these.
9. Organize help with child care - whether it's formal (e.g., long day care) or informal (grandparents) if necessary. Teleworking is not a substitute for care arrangements.
10. Be confident and well-prepared.
Maria Montesano is a researcher and writer based in Australia. She is currently writing a book titled 'Teleworking Mum' which provides essential information for parents wanting to make the transition to working from home. She also runs a website with free advice and information for Teleworking Mums: http://www.teleworkingmum.com.au/
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