The pay gap between men and women widens markedly in the wake of maternity leave, according to new research by the Institute for Fiscal Studies. Women earn 18% less than men on average but 12 years after the birth of a first child that grows to 33%.

The Fawcett Society, a women’s rights campaign group, said the figures showed that the economy was “wasting women’s skills and experience” by not producing enough quality part-time jobs. Here seven women talk about their experiences of returning to work as a mother and how it affected their career.

Case Study 01

Job: physiotherapist
While I was pregnant with my child there was a big restructure at work and a lot of jobs were at risk of going, but new positions also became available. I was offered one of the new senior positions when I was on maternity leave, and they said that me having a baby would not put me at a disadvantage. But, when I came back to sort out my contract I realised that it would be harder than I anticipated: I felt they were completely inflexible about my working hours. The contract they offered me was on a full-time basis but I wanted to return part-time so I didn’t have to put my child in full-time childcare. I offered to work weekends instead as the service runs seven-days-a week but they didn’t allow this.

I felt really upset – I had worked hard in my old role and felt this wasn’t being recognised. It seemed to me that as soon as they realised I couldn’t do the hours they wanted they didn’t want me anymore. I was frustrated because I knew I could do just as good a job part-time. Also I could have done a lot of the admin work from home, but they didn’t want me working off site.

Eventually I had to take a part-time job at a lower banding, reducing my annual pay by thousands. It’s affected my career, and I am working at a lower level than I was before maternity leave. I’ve seen a few more senior jobs come up but don’t want to apply as I know they won’t be flexible on hours. Now I just see my work as a means to pay the bills rather than a career I can progress in.

Case Study 02

Job: senior manager, IT

I know that my pay is lagging behind others. I’ve seen male colleagues get regular pay rises, and I now earn a mere £2,000 more than some of them, despite being one of the longest-serving members of staff. It’s soul destroying.

This is partly because I had a child but also because I am not as pushy as some of the men I work with.

After maternity leave I had to really fight to come back part time. I had to make a representation to the board and explain why it was doable. I was even put on a trial period where my work was monitored closely. My job now hasn’t changed, I just have to do it with one extra day. I work four days a week and spend my day off with my child, checking my phone all day. I cannot afford to go back up to working five days a week because of the cost of childcare.

Within two weeks of being back at work after having a baby I was told: “You can’t expect to have kids and make any progress in your career.” I was shocked. If there’s a problem, for example, my child is ill, they aren’t very understanding. I have been told dogs are a better option than children. The situation is dreadful in my industry – once you’re out on maternity leave, it’s very hard to get back in again. Many of my female friends have never gone back to work.

Case Study 03

Job: scientist in aerospace and defence

I have been told in the past that I earn more than most of my colleagues. I am interested to find out more about the pay gap in my company when they publish the figures next year.

In my current job, I am one of two women out of 15 employees and the sole female scientist. None of my colleagues have ever been sexist to me and I am never afraid to ask for help if I cannot manage something.

I have been well supported by my team and manager since having a baby. I have no interest in getting promoted, but I have been given new roles within my area and new tasks that might one day lead to a promotion. Mothers who return to work should be given 15 hours free childcare, whatever the age of the child. Otherwise, given the high cost of childcare, it’s almost not worth coming back (we spent about half of our income on it, including childcare vouchers). If I could have free hours now, I would be much less stressed about my family’s finances.

Caitlin, 32, from the north: ‘My company refused to give me maternity pay’

Job: Tech
I’ve worked for companies where pay rates were not discussed or published and I was aware anecdotally that male colleagues at the same level were earning more.

I also worked with a senior manager who only ever promoted male colleagues to management posts, including when there were numerous female colleagues that could have been promoted (many better qualified) instead.

My company refused to give me maternity pay when I had a baby. Legally this was within their right as I was pregnant when I joined the company, but I actually didn’t know at the time (it was only by a few weeks). I was lucky I could claim maternity allowance and get extra financial support from my partner.

I let my boss know I wouldn’t be returning to the company after six months maternity leave which he seemed surprised at – I don’t know why this came as a shock after they had chosen not to invest in my future at the company.

I took on a part-time contract role when my son was nine months and the company was very understanding and accommodating of my situation. However, in reality, this was a five-day-a-week role being squeezed into three days and I struggled with it. I’ve now decided to move on and look to set up my own business so I can be in control of my time.
We need to move away from the idea that organisations are losing money when their staff go on maternity leave – companies should see employees as a long-term investment. If someone is treated well then they will want to stay at the organisation for longer.

Women are also put under enormous pressure from both sides to either “have it all” (work and be a mum) or to not go back to work and “neglect” their child. Women struggle daily with knowing what the right thing is to do. Many won’t financially have the choice either way, but many feel guilty for wanting a career.

Case Study 04

Job: civil servant

I’m very lucky that working in the public sector means that pay is very transparent and there is no difference, at my level, in what men and women are paid. There is a motherhood penalty, however. I was not offered the high-profile “sexy” projects which get you noticed and promoted because I needed to leave the office at 4.30pm to get home for my child. There was also an assumption that I would go off and have a second child so I was given work to tide me over until that day came (I was eventually so bored at work I did decide it was a good time to have a second child). My prospects of promotion are diminished now I have children and want to get home to my family. We need more flexible working – just because we don’t want to work late it doesn’t mean we are not making a positive contribution.