According to a new report by FlexJobs, “parenthood in the workplace is rarely viewed as equal,” with half of U.S. employees saying that mothers face tougher expectations at work than fathers.
For executive assistants, many of whom juggle demanding professional roles with parenting, the findings will feel all too familiar. The expectation to be constantly available, hyper-organised, and emotionally composed often collides with the realities of raising a family.
The uneven playing field
FlexJobs’ research revealed that 50% of employees believe working mothers face higher standards in the workplace, compared to just 17% who said the same about fathers. Only a third (33%) felt that working parents are judged equally.
“These results point to an uneven playing field for working parents, with mothers most often seen as carrying the heaviest expectations,” the report noted.
This imbalance isn’t new—it mirrors long-standing stereotypes that label mothers as distracted or less ambitious once they have children. A separate LiveCareer poll earlier this year found that 73% of working mothers are perceived as less committed or ambitious because of their parental status. An overwhelming 90% said they felt they had to “prove their dedication” in ways that fathers did not.
For many women, this translates into an exhausting cycle of overperformance. They work harder and longer to counter bias, all while managing the invisible load of family logistics.
Hidden pressures and silent struggles
The higher expectations also come with an emotional cost. The FlexJobs report found that 63% of working mothers admit to hiding aspects of their family life at work to appear more committed, compared to 51% of men.
This concealment might mean skipping school events without explanation, avoiding mention of childcare challenges, or pretending not to be stretched thin. “Instead of being able to integrate work and family roles openly, many parents feel they must cover up a central part of their lives to maintain credibility,” the report said.
The return-to-office push has added further pressure. Ten percent of women said they would delay or reconsider starting a family due to inflexible workplace policies—a statistic that speaks volumes about how corporate expectations still fail to accommodate working mothers.
The case for flexibility
If organisations want to retain and empower working parents, the message from employees is clear: flexibility isn’t a perk – it’s essential.
According to the FlexJobs report, 72% of parents said flexible working hours or schedules would help them the most in achieving work-life balance. Among women, the figure was even higher: 74% said they would benefit from flexible hours, while 66% cited remote or hybrid work options as critical supports.
Other benefits that parents said would make a meaningful difference include:
- Comprehensive paid parental leave (47%)
- Generous family care or sick leave (45%)
- Childcare assistance (37%)
“The findings highlight how deeply workplace policies shape family life,” the report concluded. “Having the flexibility to adjust hours or work from home goes beyond convenience. For many parents, it determines whether they stay in a role, pursue advancement, or feel confident about growing their families while maintaining their careers.”
Levelling the field
The FlexJobs report paints a clear picture: equality for working parents won’t happen through good intentions alone. It requires leaders to challenge bias, redesign outdated expectations, and recognise that commitment doesn’t diminish with parenthood.
