Mind the Gap: The Motherhood Penalty and the Future of DEI in Canada

TORONTO, ON – At WomanACT, we train community, corporate, and government partners on the challenges women and gender-diverse people face in the workplace. A key part of this involves helping participants move beyond the idea that gender-based violence and discrimination are caused by a few “bad actors.” Instead, we show how workplace culture, policies, and structures don’t just allow inequality to persist, they actively shape and reinforce it. 

What gets called diversity, equity, and inclusion (DEI) training is only superficially about changing the behaviours of individuals. At heart, it’s about challenging systems to move beyond performative gestures and commit to meaningful shifts in power, decision-making, and accountability. This is because bias, contrary to what has been thought, isn’t just a personal trait; it is shaped by the systems and structures in which people live and work. 

This systemic nature of bias is evident in the motherhood penalty, where workplace and governmental policies and cultural expectations disproportionately disadvantage mothers.  

Moms Working More and Making Less

The motherhood penalty means that taken as a group, mothers earn less over their lifetimes than fathers and women without children. A recent study found that Canadian mothers experience a substantial decline in earnings after the birth of their first child, decreasing by 49% in the first year with a persistent 34.3% reduction even a decade later. Most mothers never recover from the lost income, making it nearly impossible to catch up to men financially.

“Canadian mothers experience a substantial decline in earnings after the birth of their child, decreasing by 49% in the first year with a persistent 34.4% reduction even a decade later.”

The impacts of the motherhood penalty aren’t distributed equally. Immigrant mothers are significantly less likely to be employed compared to their Canadian-born counterparts, with a gap as large as 30 percentage points. Several factors contribute to this gap, including difficulties in getting credentials recognized, limited access to affordable childcare, lack of social and professional networks, discrimination in hiring, and language barriers. But the motherhood penalty isn’t just about money. Not only do they earn less, but mothers also get fewer chances for promotion and are seen as less capable at work.

In contrast, fathers’ earnings remain largely unaffected; dads even see a boost not only in income but in the way they are perceived by their employers. Judged as less committed and less competent, mothers are sidelined in the hiring process and for promotion. The motherhood penalty also isn’t just about what happens in the office; it’s about what happens at home. Hochschild and Machung first introduced the concept of “The Second Shift” over thirty years ago. In essence, a woman works her first shift in the office and then starts her second shift—housework and childcare—when she gets home. 

Decades later, women are still showing up for that second shift.  

“A recent study from researchers at the University of Alberta found there were no household tasks where men did more than women or even split the work equally . Women do over 6 hours more housework per week compared to men in Canada.”

Even as women in Canada increase their workforce participation, they still do more housework and childcare.  A recent study from researchers at the University of Alberta found there were no household tasks where men did more than women or even split the work equally. Women do over 6 hours more housework per week compared to men in Canada, or what amounts to almost an additional workday. This imbalance creates an ongoing cycle where the extra responsibilities at home make it harder to advance in their careers, while workplace challenges leave them with fewer resources to manage their home lives, reinforcing gender inequality both at work and at home. 

Not Just a Personal Problem

It’s tempting to frame the unequal division of labour in the home as a personal relationship problem—one that couples need to sort out for themselves. In reality, it is a social and systemic issue deeply rooted in ideas and values about gender roles and what a “good mother” should do. 

For generations, the ideal mother has been portrayed as selfless, ever-present, and emotionally available at all times. For mothers who don’t fit the narrow mould of the “ideal mother,” like single, racialized, and working-class mothers, the pressure is even greater, as stereotypes and social biases create additional barriers to being seen as a “good” parent.

“The struggle for mothers is about a society that demands self-sacrifice while offering little structural support in return. It’s not a personal problem; it’s a systemic one that requires meaningful, systemic solutions.

At its core, the struggle for mothers is about a society that demands self-sacrifice while offering little structural support in return. It’s not a personal problem; it’s a systemic one that requires meaningful, systemic solutions. This means that changing how household duties are shared isn’t the only thing needed to close the gender pay gap; workplace culture, policies, and employment structures also play a critical role. 

Link Between the Threat of Trade War and DEI

Amidst international uncertainty and the looming threat of DEI being victim to the chopping block, one thing is certain: International trade policies, including tariffs, are never neutral. They reshape economies and exacerbate inequalities, widening socio-economic disparities that disproportionately impact women, racialized communities, and low-income households. As economic policies deepen existing inequalities, the fight for social progress becomes even more urgent.

“International trade policies, including tariffs, are never neutral. They reshape economies and exacerbate inequalities, widening socio-economic disparities that disproportionately impact omen, racialized communities, and low-income households.”

Throughout Canadian history, every push for equality has been met with resistance. From desegregation to securing reproductive and voting rights, the belief that equality for all means taking from some to give to others is used to justify exclusion. But this is a false assumption.

Now more than ever, Canadians recognize the need for unity.  We are coming together to protect what matters most. 

Diversity, equity, and inclusion are not about creating division; they are about strengthening our country and our communities by ensuring that all voices are heard, all talents are valued, and all people have the chance to succeed. This is not just a policy goal; it is a reflection of the Canadian way. Undermining this by positioning DEI as a divisive force misunderstands its true purpose—securing our collective future and reinforcing the values that define us as a nation.

“Promote flexible work arrangements that accommodate caregiving responsibilities without penalizing career advancement.”

Key Calls to Action:

1. Strengthen workplace policies and social supports to eliminate bias against mothers, especially racialized and immigrant mothers, including pay equity measures, fair parental leave policies, and improved access to universal and affordable childcare. 
2. Promote flexible work arrangements that accommodate caregiving responsibilities without penalizing career advancement.
3. Challenge stereotypes and biases in hiring and promotion practices to ensure mothers have equitable access to leadership roles.
4. Advocate for systemic change by supporting DEI initiatives that go beyond performative actions and create real shifts in power and accountability.
5. Recognize the link between economic policies and gender equity by ensuring trade and labour policies do not exacerbate existing inequalities.

At WomanACT, we know that conversations about topics like gender, race, and violence often make people uncomfortable. We also know that this is exactly why it is important to keep having these conversations, and we believe that now, more than ever, Canadians are ready to do so.

Now is the time for action. The future of DEI in Canada depends on our collective willingness to challenge systemic barriers and create workplaces—and societies—where everyone can thrive.