The Budget was handed down this week. As usual, the discourse typically swirls around what the government could or should have implemented. More investment here, less expenditure there, and countless debates on policy priorities.
For mothers navigating the workforce, the conversation often gravitates towards budget-dependent priorities such as affordable and accessible childcare and paid parental leave. You won’t hear me disagreeing with these needs—they are crucial.
However, we can’t wait for government reforms to create a better working environment for mums and parents. While policy changes and budget announcements are crucial for long-term systemic change, let’s be real: our workplaces can become more gender equal and parent-friendly right now without a single policy change.
The real power to create change lies with us, right now. Here’s how:
Call out ‘fake flexibility’
When workplaces offer ‘flexibility’ but maintain a traditional output model, they’re not addressing the needs and responsibilities of mothers in the workplace. They are simply displacing them from the office to their laptops in the middle of the night.
This adherence to the standard output model—regulating work hours, days, and activities—doesn’t work. Research shows that organisations with flexible, people-first values and practices are more productive, and staff are more loyal.
By creating the right environment for mothers and parents, there may be short-term slumps, but like many investments, the gain isn’t immediate. Wait for it, nurture it, and the gain will come. We need to play the long game. ‘Sustainable flexibility’ (I just made that up—do you like it?) moves beyond the illusion of flexibility and aims to create a genuinely supportive environment for mothers and parents. No policy changes required, just mindset changes.
Promote leaving loudly
Normalise leaving work on time for family and caregiving commitments. When leaders openly prioritise their family time and encourage their people to do so as well, it sets a precedent for others to feel comfortable doing the same, breaking the stigma around balancing work and family life. Not a single policy change is needed; just the courage to move past lip service and truly commit to fostering a culture that supports and acknowledges the many roles women and parents are committed to.
Challenge and ditch the choice narrative
The notion that women “choose” to sacrifice career advancement for family responsibilities is a flawed narrative. It’s a lazy excuse in conversations about workplace equity for women. What can appear as ‘choice’ is often a reflection of limited options and systemic inequalities.
When talk of ‘choice’ comes up, I often wonder: Who else is going to do it? Who else is going to call the school? Who else takes children to their appointments? Who else is going to pick up and drop off at school? Who else is going to help them with their homework, listen to their needs, and be available to them emotionally, intellectually, and physically? And, flipping the coin – in the case of single parents, who else is going to financially provide for them?
Is there no “output value” in this role?
I refuse to apologise for choosing to have children and for wanting to be an active presence in their lives. This shouldn’t and doesn’t detract from my leadership or my professional aspirations. We all deserve to thrive both at home and in the workplace without having to sacrifice one for the other. Our cultural norms and biases are what are limiting us.
We must acknowledge the immense value of caregiving roles
Which brings me to my next point. Culturally, we need to shift our perspectives and the value we place on caregiving roles, which currently hold no intrinsic value on their own. Consequently, women often seek traditionally male roles to feel validated, which might be fine for those who have a genuine interest in those areas. However, many women in caregiving work roles or who carry out home roles are not given the validation nor the remuneration they deserve.
How do we do this? Well, we must start validating ourselves for the caregiving role we play, putting more emphasis on it and acknowledging how important it is. We’ve heard the saying, no one can love you unless you love yourself – similarly, no one can validate your role unless you validate it yourself. We acknowledge others in the same roles and validate them. We speak up when and how we can with regard to the importance of these roles. It’s an energy shift first and foremost—we have to acknowledge the immense lack of equity and become aware of our invalidation and then begin the work as individuals to increase it. It’s a slow, very necessary process.
Structured support for returning parents
Employers, I’m looking at you. If you’re not offering structured support for parents returning to work, you’re missing a critical opportunity to foster a loyal and productive workforce. Providing phased return options, regular check-ins, mentorship, and clear guidelines can ease the transition and help parents reintegrate smoothly.
Additionally, organisations should foster a culture that actively encourages both parents to take advantage of parental leave and flexible working arrangements without fear of career penalties. Regular training sessions for leaders on inclusivity and understanding the challenges faced by parents in paid work can help reduce unconscious bias and promote more supportive management.
This is important because if women fear career penalties and negative repercussions, they will hold back from advocating for themselves. This hesitation perpetuates the cycle of inequality and hinders their ability to balance professional and personal responsibilities. It’s crucial for employers to create an environment where women feel safe and supported in voicing their needs.
Individual responsibility and boundary-setting
Speaking of voicing their needs, change also requires individual action. Our expectations have to change at an individual level before we can see any systemic change on a societal level. Women cannot rely on organisations or government to make changes from a top-down approach alone. Change has to come from the individual as well. It’s a woman’s responsibility to make it clear what we’re willing to settle for and what we need. It’s up to us to determine our needs, our values, our boundaries, and to communicate them.
Finally, invest in every woman
Too many organisations think, “How can she fit into our existing organisational structure?” when they should be asking, “What’s best for her right now? How can she thrive to deliver the best return?” Tailoring support to each woman’s needs, regardless of age, life stage, or ambition, is crucial. There is no one-size-fits-all solution, and personalised support can make a significant difference. By investing in every woman, organisations can unlock their full potential, fostering a more inclusive and productive workplace for all.
Sound like a lot of work? Consider this: the cost of new mothers’ mental health alone to Australian industry is over $800 million a year. Investing in a supportive, flexible, and inclusive work environment is not just a moral imperative—it’s an economic one.
These changes—combined with policy change—are what will ultimately create a more equitable and supportive workplace for mothers, parents, and everyone, really.