UNM study challenges “motherhood penalty,” finding workplace advantages for moms

For decades, working mothers have been judged by a quiet assumption: that caregiving makes them less committed employees. In many workplaces, unconscious bias continues to shape how working parents-particularly mothers-are perceived.

However, new research at The University of New Mexico suggests the opposite. This research found that mothers often integrate their family and children into their professional identity, leading to positive outcomes -a dynamic described as a "motherhood advantage."

The study, "Uncovering a motherhood advantage: How parenthood impacts perceptions of the meaning of work and work outcomes,"published in the Journal of Applied Psychology, was designed to test competing narratives about parenthood and workplace commitment.

Assistant Professor of Human Resource Management I-Heng (Ray) Wu coauthored this academic article with researchers from The Chinese University of Hong Kong, University of South Florida, Shandong University, and Providence College. The authors conducted three survey-based analyses-two with Chinese samples and one with a U.S. sample. The researchers examined how employees view their work as a way to serve as role models for their families by demonstrating diligence, responsibility, and morality.

This concept, known as Family-Centered Symbolic Meaning of Work (FCSMW), reflects how people construct meaning from their work through the lens of family influence.

"While people derive diverse meanings from work-such as a calling, a path to self-actualization, or a means of financial gain-the family-centered symbolic meaning of work represents a distinct dimension," said Wu. "It refers to employees' perception of their work as an opportunity to model diligence, responsibility and morality for their family members."

The authors then assessed workplace outcomes to determine whether parenthood was associated with this type of work meaning and whether it translated into measurable benefits. They also examined whether the effects differed by gender.

In broader workplace discourse, this conversation is often framed as a "fatherhood bonus," where men are perceived as more committed providers, and a "motherhood penalty," where women are viewed as less dedicated due to caregiving responsibilities.

The findings directly challenge that assumption. Not only did parenthood show no negative impact on women's commitment to work, but it was also associated with stronger motivation and improved workplace behaviors.

"We are living in a time that is more inclusive, but there are still untested assumptions about working parents, especially working mothers," Wu said.

These assumptions carry real consequences. The motherhood penalty is often cited as a major factor in the gender pay gap, particularly as it widens mid-career.

"Our research helps invalidate assumptions underlying the motherhood penalty by demonstrating the advantage that working mothers possess. We also found that women are more likely to speak up about ethical issues after they become mothers, more so than men when they become fathers, which is increasingly important in today's business environment."

- Assistant Professor I-Heng (Ray) Wu

When employees view their work as a platform to model integrity, responsibility and diligence for their children, they become intrinsically motivated to embody those values. This often translates into stronger work effort and organizational citizenship behaviors-such as helping colleagues, demonstrating loyalty and going beyond formal job expectations.

"We found that working women actually increase their work efforts and ethical behaviors after they become mothers because they want to set a good example for their family," Wu said.

Despite these findings, bias remains deeply embedded. Wu noted that many mothers still feel pressure to hide pregnancies or downplay family responsibilities due to fear of professional stigma.

The authors suggest organizations should instead recognize and leverage the "motherhood advantage" by creating environments that support and normalize work-life integration.

"Organizations should foster a culture that values rather than stigmatizes family commitments," Wu said. "One simple step is encouraging employees to share that part of their lives openly."

Initiatives like "take your child to work day" can also reinforce this shift by signaling that families are a source of pride rather than a professional liability. Such efforts may even strengthen employees' sense of purpose and connection to their work.

Wu also emphasized the need for companies to rethink how performance is evaluated.

"Workplaces that overvalue face time, late-night availability or uninterrupted career paths may inadvertently penalize parents," they said. "Emphasizing results and substantive contributions, rather than outdated 'ideal worker' norms, would ensure that highly effective employees can advance based on merit."

Even when presented with evidence, however, changing perceptions can be difficult. Wu recalled sharing the findings with company managers who remained skeptical, citing concerns about work-life conflict and commitment.

"This shows how deep-seated the bias is," Wu said. "Even with consistent evidence, it can be difficult to shift perspectives. That's why we need more research to build a stronger foundation for change and foster a more accurate understanding of working parents' contributions."