I first heard the term “motherhood penalty” in a women’s employee resource group meeting. I was already familiar with the gender pay gap, but I hadn’t seen the impact of parenthood on women’s careers so clearly quantified. The motherhood penalty refers to the economic and professional setbacks women face after becoming mothers, such as lower pay, fewer promotions, and assumptions about reduced ambition. In contrast, men often benefit from a “fatherhood bonus.”
Mothers Sacrifice, Fathers Rewarded
Fathers are seen as more stable and committed, while mothers’ career growth and earning power take a hit. In short, parenthood propels men forward and holds women back. Addressing the motherhood penalty is a key lever in closing the gender wage gap. The role of bias was starkly illustrated in a Harvard study which found that mothers were rated 10% less competent, 12% less committed, and were six times less likely to be recommended for hire than identical non-mothers. They were also offered 8.6% lower starting salaries. Fathers, in contrast, were offered up to 10% more than identical non-fathers.
Penalized for Taking on More Responsibilities
Data shows that this bias intersects with caregiving expectations. A 2022 Pew Research Center study found that the gender pay gap widens most significantly between ages 35 and 44, when many women are raising children. Without equity at home, many women find themselves with no choice but to sacrifice their long-term career progression for the short-term flexibility that is necessary to also take on unpaid household and caregiving labor. This makes mothers more likely than fathers to be forced to put their careers on hold, reduce hours, or move into lower-paying but flexible roles. This statistic alone is responsible for 80% of the gender pay gap.
Beyond pay, many mothers face invisible burdens. Between navigating bias, meeting expectations at home, and appearing fully committed at work, confidence can erode. Imposter syndrome is common, and many mothers resort to hiding their status altogether. A Live Career survey found that 87% of respondents hid their status as parents for fear of discrimination, a behavior also known as “secret parenting.”
Average weekly hours worked by employed workers in the U.S., 2020.
Credit: The Enduring Grip of the Gender Pay Gap, Pew Research Center, Washington, D.C. (March 1, 2023)
The Importance of Valuing Women’s Work
As Mika Kurahashi, CEO of Japanese digital consultancy Pencil Inc., put it, women carry “a lifelong discrimination” that minimizes their efforts. At Pencil, both men and women are encouraged to take parental leave, and events like “Partner Day” promote increased awareness and appreciation of what their employees do at work for their spouses, creating space for conversations about home and work life which are important for success. “Partner Day” reflects the kind of culture shift needed to support working parents. Policies alone are not enough—Japan, for instance, offers generous parental leave, but uptake remains low due to entrenched workplace norms. To create lasting change, organizations must tackle both policy and culture.
A critical first step is moving beyond tracking broad gender pay gaps toward analyzing parent-related pay gaps. With this data, organizations can design flexible work structures that measure performance by outcomes, not presence, and that keep talent engaged during the prime of their careers. We all stand to benefit from making parenthood a shared, supported journey, not a professional penalty. But as with any systemic issue, awareness comes first. It’s impossible to solve a problem that isn’t understood.
This article was written by a guest contributor, K. Maseli.
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