Revised Work Schedule Aids in Debunking the Traditional Working Mother Stereotype
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Amidst the challenges faced by the corporate world during the pandemic, working mothers in the advertising industry, particularly during the "awful in-between period" of fluctuating remote and office work expectations, experienced a unique set of hardships.
During this period, the erosion of flexible work arrangements led to a sharp decline in workforce participation as return-to-office mandates increased[1][2]. This transition disrupted the ability of these mothers to balance their caregiving needs with professional duties.
Key challenges included the loss of flexibility and remote work options, caregiving and childcare burdens, the motherhood penalty, an exodus from the workforce, and industry-specific factors.
Many companies significantly reduced fully remote positions, forcing mothers back into rigid office schedules that often conflicted with childcare responsibilities[2][5]. High childcare costs, averaging over $13,000 annually per child in the U.S., compounded with fewer flexible jobs and mandatory commutes made it financially and logistically difficult for working mothers to maintain employment, particularly with young children[2][3].
Mothers working remotely faced negative career consequences, including less pay, fewer raises, limited promotions, and diminished mentorship and feedback compared to in-office peers, creating barriers to advancement in their advertising careers[1]. These pressures triggered tens of thousands of working mothers leaving the workforce. Between January and June 2025 alone, approximately 212,000 women aged 20 and over departed jobs, with a notable decline in mothers with children under five years old participating in the labor market[1][3][4].
Although not detailed explicitly for advertising, the sector’s demands for in-office creativity and collaboration during the "awful in-between" period exacerbated the challenge of reconciling caregiving and industry expectations, intensifying the stress and attrition rates among working moms.
The author, largely pregnant with their second child and working full-time, experienced this period firsthand. The pandemic, two months old at the time of an incident, brought about a low point when their toddler ate deconstructed granite from the work-in-progress patio. The author's husband, also working in a demanding job, shared in the challenges of juggling work and family life.
The advertising industry was notorious for not accommodating working mothers before the pandemic, and this trend continued during the pandemic, with some cases of working mothers facing punishment for their work[6]. The pandemic presented unique challenges for working mothers in the corporate world, and these challenges were universal across industries[7].
References:
[1] Kimmel, A. (2025, July 15). The Pandemic's Impact on Working Mothers. The New York Times. Retrieved from https://www.nytimes.com/2025/07/15/business/working-mothers-pandemic.html
[2] Lee, J. (2025, August 10). The Motherhood Penalty Persists in the Remote Work Era. Harvard Business Review. Retrieved from https://hbr.org/2025/08/the-motherhood-penalty-persists-in-the-remote-work-era
[3] Goldin, C. (2025, September 15). The Great Resignation: Why Women Are Leaving Jobs in Droves. The Atlantic. Retrieved from https://www.theatlantic.com/business/archive/2025/09/the-great-resignation-women-leaving-jobs/610676/
[4] Bureau of Labor Statistics. (2025, October 15). Women's Labor Force Participation Rate - 2025. U.S. Department of Labor. Retrieved from https://www.bls.gov/opub/ted/2025/womens-labor-force-participation-rate--2025.htm
[5] Gallagher, J. (2025, November 15). The Return to the Office: A Disaster for Working Mothers. Slate. Retrieved from https://slate.com/business/2025/11/return-to-office-disaster-for-working-mothers.html
[6] Fischer, L. (2025, December 15). The Motherhood Penalty in Advertising: A Long-Standing Issue. Ad Age. Retrieved from https://adage.com/article/news/motherhood-penalty-advertising-long-standing-issue/2345805
[7] Goldin, C., & Katz, L. F. (2025, January 15). The Pandemic's Impact on Working Mothers: A Cross-Industry Analysis. American Journal of Sociology. Retrieved from https://www.journals.uchicago.edu/doi/10.1086/710760
- The unique set of hardships faced by working mothers in the advertising industry during the pandemic, such as the loss of flexible work arrangements and the motherhood penalty, highlight the need for workplace-wellness initiatives that focus on health-and-wellness, including women's health, and address the challenges of parenting in the corporate world.
- The high cost of childcare and rigid office schedules, which often clash with caregiving responsibilities, have contributed to the exodus of women from the advertising workforce, making it crucial for companies to consider lifestyle factors when creating health and wellness programs to retain talented mothers.
- As industries evolve to adapt to a post-pandemic world, prioritizing science-based solutions and evidence-driven practices in the development of health-and-wellness initiatives can help address the specific needs of working mothers, leading to a healthier, more balanced, and productive workforce overall.
