Balancing office responsibilities and home life is a continuous struggle for mothers, often accompanied by a sense of guilt.
Question: Does allowing women with children under 10 to work from home inadvertently create a divide among employees, including single men, fathers, child-free women, and mothers with older children? Could this policy undermine workplace equity, as single fathers, for example, might not benefit similarly?
Answer: Gender equality has undergone significant shifts since the 1980s when women in top Fortune 100 company positions were virtually unheard of. Today, in the GCC, including nations like Qatar, the UAE, and Saudi Arabia, there has been tremendous progress in women’s workforce participation. However, the goal of equity, particularly in senior executive and boardroom roles, is still a work in progress. The World Economic Forum’s Global Gender Gap Index highlights the ongoing journey in the GCC. This journey involves not just increasing female representation but also fine-tuning policies to accommodate individual circumstances.
A YouTube video I often share on International Women’s Day features Shonda Rhimes, the creator behind popular shows like Grey’s Anatomy, Scandal, and Bridgerton. When asked how she manages it all, she states, “Whenever you see me somewhere succeeding in one area of my life, that almost certainly means I am failing in another area of my life.” This serves as a reminder that achieving perfect harmony in all areas of life is a myth, especially for working mothers juggling professional and personal responsibilities.
The aim is to create an environment where mothers can balance the demands of work and home, reducing the constant guilt of feeling inadequate in either role. By fostering a supportive workplace, women can excel professionally while knowing their dual responsibilities are acknowledged and respected.
While tailored policies may introduce new workplace dynamics, these should be seen as steps toward a more equitable environment rather than divisive measures. It’s about moving from a one-size-fits-all approach to one that allows each employee to leverage their strengths.
For some, returning to the office after maternity leave is a welcome change, offering adult interactions and a hot cup of coffee over the constant demands of a crying baby—a personal reprieve.
The overarching goal is to create a workplace where everyone—mother, father, single, or child-free—can thrive. It’s about implementing policies that reflect the diverse needs of the workforce. While certain policies may seem to favor mothers, they are part of a broader vision of equity, fostering a workplace where everyone can contribute, grow, and succeed.
Ultimately, the mission isn’t about filling quotas or offering a single perfect solution. It’s about crafting policies that resonate with the diverse workforce.
Roujin Ghamsari, an accomplished HR practitioner and fellow of the CIPD, has been named among the ‘Most Influential HR Practitioners 2023’. She collaborates with C-Suite leadership to develop and implement robust people strategies, helping organizations achieve their strategic goals.
