Strategies to Recruit, Retain, and Advance Mothers

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Strategies to Recruit, Retain, and Advance Mothers

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  • Date: Wednesday, April 30, 2025
  • Time: 1 p.m. – 2 p.m. ET
  • Location: Online
  • Fee: FREE (member); $89 (nonmember);
  • Free for members! Motherhood and career can be a challenging mix for many women for a variety of reasons, both individual and common. In fact, motherhood is the primary driver of gender inequality in the workplace. In this seminar, learn how the “motherhood penalty” becomes a factor in a woman’s career advancement, the financial implications to an organization of a mother leaving the workplace after the birth of a child, and strategies that can improve the probability that a woman will return after maternity leave and thrive.

  • Summary

    Motherhood and career can be a challenging mix for many women for a variety of reason, both individual and common. In fact, motherhood is the primary driver of gender inequality in the workforce. And yet, we do not recognize motherhood as a reason why women have not made the advances we expect and certainly want. There are actions that organizations can take to support retention and advancement of women after the birth of children. Implementing these strategies can help propel more women toward that elusive glass ceiling, serve as a demonstration of a values proposition, and, importantly, make a positive impact on the bottom line.

    In this webinar, learn how the “motherhood penalty” becomes a factor in a woman’s advancement in career. In addition, the financial implications for the organization of a woman leaving or impeding her career progress after the birth of a child will be discussed along with strategies that organizations can implement that will further the probability that mothers will return after leave as well as ways to help mothers thrive in the workplace.

    Following this program, you will be able to:

    • Identify how the "motherhood penalty" affects women's career progression and opportunities;
    • Understand the financial implications for organizations when mothers do not return to their pre-maternity roles;
    • Apply five actionable strategies to increase the likelihood of women returning to work after maternity leave; and
    • Develop and implement four practical mechanisms to create an environment where mothers can thrive professionally.
  • Career Level: Intermediate university relations and recruiting professionals

Questions?

Visit the professional development FAQ page, or contact the NACE Professional Development Team via e-mail or phone, 610.625.1026.