Mums paid 3% less at work for each child

Mums are paid 3% less per hour for every child they have compared to other female colleagues without children, a new study shows. The report by the Université Paris-Saclay also revealed that fathers pay no penalty at all, regardless of how many children they have.

Examining 16 years of data from private sector businesses, the study also took into account various policies and the difference in pay for full time and part time work to remain as accurate as possible. It revealed that mothers were paid a 3% lower hourly wage on average than their counterparts without children, and while the effect was more pronounced after the birth of the first child, pay decreases seemed to occur after the birth of each successive child.

A leading cause of this, according to the research, is human capital depreciation. Used to measure the economic value of an employee’s skill set, it is often misused to discriminate against mothers in the workplace. Mums can be allocated less risky assignments, giving them less chance at earning bonuses and sent on lower wage trajectories. Conversely, while men don’t experience any loss in pay, they no longer enjoy the ‘fatherhood premium’ previous reports have suggested.

“Organisations need to create an inclusive culture to which equality and diversity are fundamental if they truly want to address gender inequality in the workplace,” said director of the Clear Company, Kate Headly. “A reliance on targets or quotas to improve diversity and inclusion without a focus on fostering cultural change will only perpetuate this issue, and risks putting mothers at an even greater disadvantage.”

Conducting the study was Lionel Wilner, founding member of the university, who pointed out that while the study may not be as shocking or striking a revelation as occupational gender segregation or the glass ceiling, it effects both the workers and the business itself. Calling it “unfair and inefficient,” Wilner believes it demotivates working mums from pursuing careers, something that ultimately damages business, morale and revenue.

“The motherhood penalty accounts for noticeable hourly wage differences following childbirth,” said Wilner. “It requires further public intervention, including campaigns against discrimination, development of on-the-job childcare, and extension of paternity leave.

“A paternity leave of the same duration as maternity leave would bring down this gender gap.”