Keily's blog

"Prior to becoming pregnant in 2012 the only career track on my mind was the partnership track. Now post-maternity leave, I have begun to ask myself am I being “mummy tracked”?

“Mummy tracking” is essentially a career path exclusive to working mothers which may allow for flexibility or reduced work hours but tends to have an adverse impact on career advancement. Despite family-friendly policies becoming more widely available there seems to be real evidence of “mummy tracking”. Numerous studies have shown childbearing can lead to a decrease or plateau of earnings for professional women and decreased career advancement.  There is evidence that it is often the case that women with children under 18 earn less than their female childless counterparts whereas by comparison men with children under 18 earn more than their male childless counterparts (the “mummy penalty” vs the “daddy bonus”). In the U.S. a class action was commenced by five mothers against a large accountancy firm alleging that following their return to work they were assigned to the “mommy track” resulting in less demanding workloads and a decrease in pay rises and promotions. 

“Mummy tracking” appears to be based on the assumptions that all working mothers want and/or need the same things. The same assumptions do not appear to be made about working fathers; there is no “daddy track” per se. I have chosen to return to work on a full time but flexible schedule with the support of predominantly male management. I would be lying if I said that I was not concerned about my career progression. Am I or will I always be seen as “less committed”? How do I discourage well-meaning colleagues/management from diverting the more demanding (and therefore more interesting) work to my male/childless colleagues? How do I ensure that I do not get passed over for projects that involve international travel based on the assumption that I will not want to leave my family at home?

I am lucky to have the option to work flexibly. I accept that in working flexibly, I have probably increased the risk of “mummy tracking”. This is a risk that I am willing to take as my flexible schedule allows me to spend more time with my daughter. However, I know many working mothers who have returned to work on a full time, non-flexible schedule and face the same issues regarding perceived commitment and career advancement. The issue appears to be motherhood, not flexible working.  The only way to deal with the risk of “mummy tracking” is to challenge the assumptions made about what working mothers want from their careers.  Now we just need to find the time to do that." 

Keily is mum to daughter Eden, born January 2013, and is an associate in the London litigation department of a US-headquartered law firm. She works on a flexible full time basis