Report shows for lower-income moms, even feeling burnout is a luxury

 Lower-income working mothers face more barriers to career development than higher-income mothers, The University of Phoenix 2023 Mothers Overcome More^TM (M.O.M.^TM) Report outlines.

There’s no doubt that, for numerous working mothers, their “second shift” begins the moment they leave their workplace. From picking up kids after daycare or school, to cooking dinner and helping with homework, plus ensuring bath and bedtime routines are met, it’s hard for many working moms—who often serve as the default parents—to find time outside of work or motherhood to further their own career growth or professional development. 

The inaugural Mothers Mothers Overcome More^TM (M.O.M.^TM) study from the University of Phoenix (UOPX) reveals that mothers in lower-income jobs encounter substantial hurdles and socioeconomic barriers that exacerbate the challenges in advancing their career progression. 

In an effort to learn more about these barriers that mothers face in building their careers—and the resources needed to help them thrive, the M.O.M.^TM study from UOPX examines survey data from 1,500 mothers who have or are seeking employment outside the home. Respondents comprised 1,000 lower-income mothers and 500 middle- or higher-income mothers, all age 18 and up and living in the U.S., with fieldwork conducted in July and August 2023. 

The findings are compelling: Whereas moms in higher-income jobs report burnout and overwork as causes of stress in their careers, 55% of working moms in lower-income tiers tend to view their professions less as a “career” and more as just a job—and 36% of moms in this group who indicate they are stressed in their jobs report they have limited opportunities for advancement in their current roles. For moms in lower-income jobs, the study finds, even feeling “burnout” at work feels like an out-of-reach luxury, as 66% who report they are stressed about work cite their top stressor is the simple fact that they aren’t making enough to meet their financial needs. 

But a lack of burnout is no silver lining, the study suggests. Moms in lower income tiers generally experience broader life stress overall. And thanks to a lack of relative job stability and an absence of professional support like mentors or career role models, they often feel like they have to forge their own paths in a future that’s hard to visualize. They’re met with external pressures at every turn, like inflexible work schedules and the ever-increasing cost of childcare. 

The M.O.M.^TM study highlights these realities, and sheds light on how, with the right support, lower-income mothers can thrive, professionally and personally. 

Mentorship can be transformative for working moms

Mentorship holds significant transformative potential for working mothers, particularly those in lower-income brackets. The M.O.M.^TM study reveals that while lower-income mothers exhibit a similar desire to excel in their careers as their middle- and higher-income counterparts, they face unique challenges due to a lack of role models and the need for more flexible job opportunities. Surprisingly, 53% of lower-income mothers say they do not have a lot of role models who have careers, compared to 38% of middle- and higher- income mothers. This deficiency in role models is a critical gap that mentorship can bridge.

Furthermore, the study highlights that regardless of income, many mothers feel that being a working mother has held them back in their careers, with 59% of lower-income mothers sharing this sentiment. Mentorship programs tailored to the specific needs and challenges faced by lower-income working mothers can help illuminate the path to career progression. By connecting these mothers with experienced mentors who can provide guidance, support and insights into overcoming socioeconomic barriers, mentorship can empower lower-income working moms to navigate their career journeys more effectively and reach their full potential. Such programs not only benefit individual mothers but also contribute to a more inclusive and diverse workforce, fostering opportunities for growth and success for all mothers, regardless of their socioeconomic background.

More employers should hire moms

The magnitude of skills and experiences that mothers bring to the workplace sometimes goes unrecognized, and it’s high time that more employers acknowledge the invaluable contributions that moms can make to any organization. Regardless of income tiers, mothers believe that their parental experiences grant them skills that are directly transferable to the workplace. 

The M.O.M.^TM study found that an astonishing 89% of lower-income mothers assert that being a mother equips them with skills that are highly relevant in professional settings. Motherhood-derived skills can include increased empathy, a strong work ethic, flexibility, an ability to balance multiple projects, a broadened perspective, as well as honed communication and leadership abilities.

What’s even more striking is that approximately three-quarters of mothers, regardless of their income level, believe that the skills they’ve acquired through motherhood are even more relevant than those obtained through formal education. 

However, a significant challenge remains: about half of both lower and higher-income mothers feel that these skills are not adequately valued in the workplace. But if more employers were able to recognize that mothers bring a unique skill set to the workplace—competencies honed through the demands of motherhood—they’d benefit not only from a more diverse and skilled workforce but also foster a more inclusive and supportive work environment for all.

Childcare is inaccessible for the majority of moms, regardless of income

Childcare accessibility remains a significant challenge for the majority of mothers, across all income levels—and especially after the childcare cliff. The M.O.M.^TM study indicates that 58% of mothers, both lower-income and medium/high-income, regularly encounter difficulties in finding suitable childcare options for their children. However, the primary difference lies in the coping mechanisms employed by these two groups. Lower-income moms are often forced to take unpaid leave or give up their shifts to manage childcare responsibilities, which not only disrupts their work but also affects their income stability. In contrast, medium/high-income moms typically resort to using paid time off (PTO) for childcare reasons, offering them more flexibility but still highlighting the persistent struggle of balancing work and family.

The burden of childcare costs is particularly pronounced among lower-income working moms, with nearly half of them (46%) spending more than 30% of their paycheck on childcare expenses. This financial strain poses a significant barrier to their career progression and overall financial stability. It is evident that childcare remains a critical issue for mothers across the income spectrum, and addressing this challenge is essential to support the well-being and professional advancement of working mothers. Efforts to make childcare more accessible, affordable, and flexible can significantly alleviate the burdens faced by mothers and allow them to pursue their careers with greater ease and confidence.

A note from Motherly on career barriers in motherhood

In conclusion, the UOPX M.O.M.^TM study sheds light on the profound disparities in resources and support available to lower-income mothers as compared to their higher-income counterparts. For lower-income moms, even the concept of feeling burnout at work may seem like a distant luxury, as they grapple with financial pressures and limited flexibility. It is imperative for employers and policymakers to recognize these barriers and work toward creating more equitable opportunities and support systems to empower all mothers to thrive. By addressing these challenges, more mothers will be able to not only find better balance between their family and professional lives but also reach their full potential in the workforce.

Click here to view the report.