A recent analysis highlights the persistent gender gap in part-time work after childbirth, impacting women’s career development and overall labor market equality. The Confederation of Danish Industry (DI) found that 51% of first-time mothers work part-time two years after giving birth, compared to only 17% of fathers, a disparity that remains largely unchanged. This difference has significant consequences for individual career advancement and the efficient utilization of talent in the workforce.

The decision to work part-time disproportionately affects women’s salaries and retirement savings. A Danish study revealed that women experience approximately a 20% salary decrease after having their first child, while men’s salaries remain unaffected. This “child penalty” contributes to the overall gender pay gap, with research indicating that women’s greater responsibility for childcare and household duties accounts for 80% of the salary difference between men and women.

This imbalance also impacts the welfare sector, which is largely staffed by women. The tendency for women to work part-time creates labor shortages within the sector. Furthermore, it hinders gender diversity in management positions, as career progression is often expected during the same period when women are starting families. Part-time work can be perceived as a career obstacle, perpetuating gender inequalities.

To address these entrenched patterns, interventions are needed at societal, household, and workplace levels. The period before, during, and after maternity leave is critical for ensuring continued career development for both men and women. EQUALIS analyses show that few individuals on maternity leave have concrete agreements with their employers regarding salary and career advancement. Women also report feeling inadequate both at home and at work upon returning from maternity leave.

Companies can promote gender equality by implementing transparent, written processes and making maternity leave management a management responsibility. Easily accessible actions, such as clear expectation management, role distribution, pre-agreed contact during leave, and comprehensive re-onboarding plans, can help address the challenges women face in balancing work, ambitions, and family.

Ultimately, a supportive partner who shares financial and household responsibilities is crucial for women’s career success. Even with effective maternity leave management in the workplace, the division of labor at home significantly impacts women’s opportunities in the labor market. Sharing responsibilities for childcare, household chores, and children’s sick days allows women to pursue their careers without being disproportionately burdened by domestic duties.