Survey reveals motherhood penalty men struggle to see

HiBob has published new survey findings that point to a widening perception gap between men and women over the career impact of parenthood, with men more likely to view any penalty as gender-neutral.

The HR platform provider's fifth annual Women in the Workplace report found that, when asked which groups are most negatively impacted by reduced visibility, men were equally likely to cite men with children and women with children, at 39% each. The results suggest many male respondents view parenthood as carrying similar professional risk for both sexes.

Women responding to the same question told a different story. Nearly seven in ten women, 69%, said mothers were most negatively impacted by parenthood. Only 20% of women believed fathers faced the same impact.

Separately, Office for National Statistics analysis has reported that five years after the birth of a first child, women's earnings are on average 42% lower than before birth. The ONS estimate equates to an average loss of £65,618 over five years.

The report highlighted that the ONS analysis did not measure an equivalent earnings impact for men. The absence of a comparable figure sits alongside the survey results that suggest many women associate a longer-term financial and career penalty more strongly with motherhood.

Career setbacks

Among women who have taken parental leave, 23% said their career progression slowed as a result. One in five, 20%, said they had been left out of key decisions because they were not in the office. A further 16% reported being given less challenging or lower-visibility work.

The survey also found that 17% of women felt less visible to senior leadership after returning from parental leave. The findings add to a wider debate about how organisations assess performance and potential when staff take extended leave or shift working patterns because of caring responsibilities.

More than two thirds of women, 69%, said parental leave has a greater negative impact on women's careers than on men's. The report found that 16% of men actively disagreed with that view.

Visibility rewards

The research suggested that visibility and availability still shape promotion outcomes. When asked which behaviours are most rewarded in promotion decisions, 35% of men and 33% of women cited being visible to senior leadership. Constant availability followed closely, cited by 34% of men and 33% of women.

These behaviours have been at the centre of workplace discussions since hybrid and flexible working became more common. Organisations have faced questions about how to avoid informal advantages for employees who spend more time in the office or have fewer caring responsibilities.

HiBob's findings sit against external research that points to uneven division of unpaid work at home. The report referenced YouGov research indicating that women still assume the majority of childcare and domestic responsibilities, a dynamic that can affect availability for early or late meetings, travel, and office presence.

Bias and retention

On broader workplace experience, 93% of women said they remained confident in the quality and value of their work. At the same time, 21% of women reported being made to feel uncomfortable or less qualified at work because of their gender.

Perceptions of promotion fairness also differed by gender. Some 17% of women said they believed men are promoted more than others at their company, compared with 12% of men.

The report also pointed to higher stated retention among women with dependents. It found that 78% said they stayed in their job in 2025 and planned to stay in 2026. The figure was 10 percentage points higher than men, which the report framed as a possible preference for security and predictability over the uncertainty of changing employers.

HiBob positioned the perception gap as an issue that can shape internal decisions on progression and pay, particularly where managers and senior leaders set the tone for what counts as commitment and potential.

One data point in the report focused on management representation. It said 79% of men in the survey manage people, compared with 58% of women, a split that could influence who makes and shapes progression decisions in many workplaces.

"The structural barriers facing working mothers remain deeply embedded in how many organisations operate. Yet many still view parenthood as an equal workplace burden despite clear evidence that the impact is not experienced equally. Our data shows that 79% of men in our survey manage people, compared to 58% of women meaning men are more likely to influence promotions, pay, and visibility decisions. When those shaping progression believe the playing field is level, structural disadvantage becomes harder to recognise and address. HR's role isn't limited to calling out bias; we are architects of the systems, structures, and culture that shape opportunity. Together with leadership, we must design progression frameworks that reward impact over presence and ensure fairness is built into the way decisions are made. Equality isn't achieved by intention. It's achieved when we lead and build differently," said Nirit Peled-Muntz, Chief People Officer, HiBob.

The UK survey was conducted in January 2026 and drew on responses from 2,000 people. The sample was 52% female and 48% male. Some 36% worked full time in the office and 50% worked in a hybrid model.