It’s a myth that time away from the workforce will undermine your career. This myth is based on outdated ideas of the workplace. And it’s an important myth to bust, because in today’s post-feminist workplace, the majority of women say that given a choice, they would not choose full-time work when their kids are young.
Here are some reasons why it’s safe to interrupt your career to have children. And, in fact, most of this data is relevant to interrupting a career for any reason — not just kids.
1.) Demographic trends make women ages 30-50 valuable at work. We all know that as Baby Boomers retire, Generation X is not big enough to replace them, and Generation Y does not have the experience to replace them. But demographic trends have created a much bigger labor shortage than anyone anticipated.
There is a labor shortage in Generation X that no one predicted, and it’s because of increased fertility, according to James Vere, author of the paper, “Having It All No Longer: Fertility, Female Labor Supply, and the New Life Choices of Generation X.” He says, “The women of Generation X are not only having more children than the baby boom generation, but also supply fewer hours to the labor market,” and this makes women who do go back to work more valuable than people could have anticipated.
The other contributing factor to the Gen X labor shortage is that Gen X men do not work the long hours that baby-boomer men worked. Instead, those aged 18 to 37 are more likely to view family as an equal or higher priority than work, according to the Families and Work Institute. And the majority of those men are willing to sacrifice pay to spend more time with their kids, according to the Radcliffe Public Policy Center.
So it is no surprise that McKinsey Consulting reports that, “Finding talented people is likely to be the single most important managerial preoccupation for the rest of this decade.” (via 2020resumes)
2.) Women adapt to job changes better than men do. Companies might be better off hiring a woman who has taken time off from the workplace than a man who is switching companies.
Why? Because high-performing women do better at leaving a company and finding a new one than high-performing men do–in general, women keep up their high performance and men don’t. This study is based on the finance industry but the findings (published in January 2008's Harvard Business Review) apply to most knowledge workers.
And even though women typically have a more difficult time than men navigating in-house politics and finding mentors, these women respond by being better at cultivating relationships outside of the company. Which means that they are in a better position than men to make a switch to another company.