Mothers need support to return to work.Here's how the government can help

Sheila was a successful accountant until the birth of her first son in 2002. She is now a mother of four school-age children and is excited to give up her stay-at-home mom position and return to her career. Unfortunately, like many women who choose to quit their jobs and support their families, Sheila also faces many barriers to her return. she was stuck.

Approximately 43 percent of highly qualified women take a break from their careers to raise children, and 90 percent of them request temporary leave. Re-employment after long-term absence is often a difficult path due to resume gaps, company bias, lack of up-to-date training, and other obstacles. The longer you are away from work, the harder it will be to return. Research shows that even the most talented women need guidance, encouragement, and tools to readjust to the rapidly changing world of business.

Approximately 1.6 million mothers with children under 17 left their jobs to care for their children during the coronavirus pandemic and have not returned a year later. This would pave the way for mothers to return to work, which would also benefit employers. To pave the way, the government has subsidized several initiatives, provided grants and other types of funding to help mothers access the education and vocational training they need. They could help the mother return to work and help her achieve a career in leadership.

One initiative that can go a long way to helping working mothers is employer tax discounts for reemployed mothers. For every dollar her employer pays her in salary, she must also pay taxes on that amount. Taxes vary by state. A flat 50% reduction in this tax would provide an attractive incentive for companies that employ mothers.

Second, governments can reform existing programs to make childcare more accessible. The cost of childcare is a major factor in why women remain out of the labor force after giving birth. The most expensive states have the highest percentage of housewives. Annual estimates of child care costs vary widely across the country, from $5,000 for her in Mississippi to more than $24,000 for her in Washington, DC. It's true that the federal government creates flexible spending accounts (FSAs) for dependents, but not all companies offer them. Additionally, the FSA allows pre-tax contributions of up to $2,500 per year for individuals filing as singles or married couples on their federal tax returns, and $5,000 per year for individuals filing jointly or as heads of households.

These amounts are not enough considering the costs faced by parents. Determining the average child care costs by county within each state is a more accurate way to effectively monetize profits. For example, the cost of child care in Norwich, a rural town in Connecticut, is significantly different than in the big city of Stamford, where the same child care service costs three times as much. The government should also allow 100 percent of certain child care expenses to be paid with the employee's pre-tax dollars, as long as appropriate proof of payment is provided when filing the annual tax return.

Because the government does not monitor FSA benefits at the company level, many U.S. employees are unaware of their existence and their right to receive them. Governments could require all employers to offer the program and provide education about the program to full-time and part-time employees alike.

A third solution is to create grants for career-building programs and professional coaching.

About 9 percent of mothers with master's degrees and 6 percent of mothers with doctoral degrees stay at home. Therefore, the barrier for mothers seeking re-employment is often not a lack of qualifications but an employer's perception of gaps in their resume. In America's corporate world, caring for children is viewed as unemployment rather than a powerful entry point. What most employers don't realize is that being a mother is a superpower. As the CEO of her family, her mother learned valuable time management, organizational, and interpersonal skills while demonstrating perseverance in the most demanding situations.

For families without income for more than a year, limited funds often prevent them from investing in career-building programs that can help mothers land lucrative jobs. Creating grants that allow moms to hire professional coaches and access corporate recruiters will not only give moms confidence and educate them about available positions, but also advocate for their strengths and skills. It also provides a strong voice for women and provides accommodations to support mothers. Moms with flexible schedules, remote work, and more.

Career building programs help mothers adapt to a changing workplace. During the pandemic, companies were forced to adapt to hybrid or fully remote work schedules, changing the dynamics of the entire office. For a child born in 2019 and starting kindergarten in 2024, mom will have to get used to her new world of Zoom, Skype, and Microsoft Teams. Experience with these and other software programs is essential for many of the jobs currently available.

The creation of educational grants to train mothers in these technology systems will open the door to more career opportunities and increase the chances of long-term career success. The grant could include two years of credentialed education at an accredited university, allowing mothers to pursue certification, job access and training, and completion of a degree program.

Employers should view taking a break from your career to support your family as an asset rather than a liability. Working mothers approach each job with a newfound passion, purpose, and tenacity to succeed. Increased government protections, as well as monitoring and reporting, will protect this underserved population and give it its rightful place in corporate boardrooms and boardrooms across the country.

If a woman decides to stop having children, she has no future. It is time for America to start rewarding women for this sacrifice, rather than punishing them.

Brooke Goff Founder and CEO of Goff Law Group, a female-owned and operated personal injury law firm.

The views expressed in this article are the author's own.