MOTHER´S WORK MATTERS
What would you think if you saw on a woman's CV a stage dedicated to parenting?
Parenting is a job that provides experiences and skills that are very useful for professional life.
MATERNITY LEAVE
?
01
It is becoming increasingly difficult to find qualified and suitable staff for your company's needs and expectations.
03
Your customers demand sustainable measures from you, both environmentally and socially, especially on equality issues.
02
You think that hiring women means more problems, because you assume that they will have family responsibilities.
04
More and more you hear about new working models, but you think that this is something that is not going to work in your structure.
At mowom we propose you to start a cultural change in your company.
By including mothers in the selection process and incorporating measures that encourage co-responsibility, you will gain talent, diversity and new perspectives to create a truly sustainable corporate culture.
A company aligned with mowom's goals and values is a company:
Women who have been mothers can bring a wide range of perspectives, experiences and skills. This can lead to greater creativity and innovation in problem solving, as well as greater adaptability to changing market needs.
WITH GREATER CREATIVITY AND INNOVATION
The inclusion of women who have been mothers in the workforce can lead to an increase in company productivity. These women have often developed time management, problem-solving and decision-making skills during their experience of motherhood, enabling them to be efficient and effective in their work.
WITH HIGHER PERFORMANCE AND PRODUCTIVITY
Several studies have found a connection between gender diversity and better corporate governance. Companies with a fairer representation of women on boards tend to be less fraudulent, manage water resources better and are more effective at reducing their carbon emissions, among other issues.
WITH BETTER SUSTAINABILITY PERFORMANCE
By showing a commitment to the inclusion of women who have become mothers, companies can increase the engagement of all their employees. By creating a work environment that values diversity and respects family responsibilities, a sense of belonging and motivation is fostered throughout the team, which can lead to greater commitment and job performance.
WITH INCREASED WORKFORCE ENGAGEMENT
Companies that actively engage in the inclusion of women who have become mothers convey a positive image of equal opportunity and social responsibility. This can enhance their corporate reputation both among staff, customers and society at large, which in turn can generate consumer loyalty and preference.
WITH A BETTER CORPORATE IMAGE AND REPUTATION
By demonstrating a commitment to equal opportunities and work-life balance, an inclusive and supportive work environment is created. This contributes to the retention of female talent, which in turn reduces staff turnover and the costs associated with staff recruitment and training.
WITH LOWER RECRUITMENT COSTS
How can you make it easier for mothers to return to work and stay in the workplace?
WITH NEW MODELS OF WORK
A new scenario with flexible working models, providing solutions for both companies and individuals.
With measures that support a real work-life balance for both men and women.
With measures that encourage women to return to work after maternity leave.
With measures that also apply to management and leadership positions and that do not represent an obstacle to career progression.
I am Raquel, a spanish industrial engineer, sustainability consultant and I live in Germany. I worked for many years in the automotive industry until I decided to focus on my studies in environmental management. Soon after I became a mother, and I realised for the first time how important and necessary the work of women is in raising children, especially at a very young age. When I decided to look for a job and re-enter the paid world of work, I chose not to "camouflage" all that time and to include my position as a mother on my CV.
