Navigating Work-Life Balance as a Mother in the C-Suite | Marketplace

Women often hear, “You can’t have it all.” This is meant to provide solace for women choosing between their careers and having a family, but in today’s day and age, who says women need to choose at all?

Surprisingly, since COVID, Wells Fargo reported, “There are more than 14 million women-owned businesses, employing nearly 12.2 million people and generating $2.7 trillion in revenue. Women-owned businesses make up 39.1 percent of all U.S. businesses — a 13.6 percent increase from 2019 to 2023.”

These statistics suggest that when provided the opportunity to stay home, women not only outpaced men and grew in numbers as entrepreneurs but also provided more jobs for other stay-at-home moms. Offering work-from-home positions helped moms rejoin the workforce and not have to choose between their careers and having children. In fact, according to the FDER, women in the workforce aged 25-54 have increased nearly 80 percent since the pandemic.

According to The New York Times, “larger shares of mothers of both preschool and school-age children are working now than just before the pandemic,” proof that women leave the workforce because of the impossible they think they have to make. With the rise of women-owned businesses and women accepting higher positions at companies, it’s clear that women don’t have to choose between their career and their kids — they really can have it all.

Women don’t have to choose

For years, women have been told they need to either pick careers that are easy for them to have a family or they’re going to have to choose, but that doesn’t have to be the case. Thanks to the rise of women entrepreneurs and women in the C-suite, that lie isn’t believable anymore.

“I feel like the work-life balance for many moms, including myself, ebbs and flows,” says Nicole Mwesigwa, co-founder and COO of iCover Insure. “Now that my children are 20 and 21, I’m able to focus on my startup, but this would not have been possible for me 10 or 15 years ago. Your circumstance may limit you, but those limits are only temporary until you find a solution or the timing presents an opportunity.”

When asked about women’s ability to start a business or scale to a C-suite level position, Gloria Kolb, CEO and co-founder of Elitone, simply responded, “It’s very doable.”

According to a study by the American Psychological Association, “Mothers with jobs tend to be healthier and happier than moms who stay at home during their children’s infancy and pre-school years.” Many other studies — including one from Harvard Business School — have been conducted on child happiness and found that children raised by working women, specifically women in higher-paying jobs or women who own their own businesses, tend to be happier than children whose moms stayed home with them.

Brynn Ferrari, CMO of Phoenix Capital Group, says, “It’s about having a balance. Being an owner or at the C-suite level has given me more flexibility to have both. For me, my career and raising my kids are rewarding in different ways, and I’m not willing to give up either.”

That sentiment is echoed by women throughout the modern working world. It’s also why the Diversity Committee at Wajax — one of Canada’s oldest industrial companies with a history spanning over 165 years — which Janice Radosevic, the company’s VP of Marketing, is part of, implemented the Women of Wajax (WoW) initiative as part of its DEI measures.

“WoW started as one of our diversity and inclusion initiatives,” Radosevic says, noting that Wajax’s technicians are predominantly men. “We felt it was important to connect with our female colleagues to understand the challenges they face as women and working moms. We wanted to create a safe space for women to connect with other colleagues across the country and raise awareness of some of the challenges facing the group.”

The days of women feeling forced to pick between career ambition and family are fading. Trailblazing women entrepreneurs and executives prove that achieving both is not only possible but often enhances life satisfaction and child well-being. With the right mindset, support system, and willingness to set boundaries, women can shatter antiquated narratives about having it all.

How to manage it all

“What helped me the most is a flexible work environment. It helped me when we had an infant. I mostly worked from home and could breastfeed our young baby,” shares Mihae Ahn, vice president of marketing for ProServe IT.

Like everything in life, it’s about balance. It requires knowing when to push forward, when the kids are in bed or waking up early, and when to put the laptop away and be present in the moment.

Melanie Powers, president of Goodberlet Home Services, says, “I built a little community of people I trusted to step in and help when my work would take me away from family time.” She jokingly adds, “One of my best decisions was to build a house next door to my best friend of 30+ years. My kids joke that she is their ‘other mother.’ She helped me raise my children right next to hers.”

Most women in higher positions agree they need outside support to achieve their goals. If we think about how men achieve C-suite status or own their own businesses, it’s all because they have the support of their wives. When put that way, it seems obvious that women would need as much support.

“My support network is my cornerstone,” affirms Christina Shteiwi, operations director at LENX. “Family, friends, and the compassionate teachers at my son’s school weave the fabric of my village. At work, the empathy and backing of my team bolster my spirit, guiding me through my demanding role.”

Achieving work-life balance requires flexibility, prioritization, and a strong support network. Finding creative solutions like working remotely, enlisting trusted friends and family, and fostering understanding teams at work, allows successful women to juggle the demands of career and family. The key is surrounding yourself with a “village” that can step in when needed and provide encouragement to pursue your goals across all facets of life.

Advice for women starting businesses or reaching C-suite status

Having a high position with many demanding tasks and big decisions, balance is the key to achieving success. How that balance is defined, however, depends on the woman.

“Be honest about the time you have available and your support system,” says Mwesigwa. “Take stock of your strengths, find ways to improve skills, find the leadership role that suits the reality of your life at the moment, and be willing to pursue more when the time is right.”

For Kolb, it means that she keeps two days meeting-free. “It helps me get solid work done,” she says. “There are also certain personal life things I have let go, like keeping a spotless house and cooking every dinner. Everyone is busy in my household, so we respect each other’s time.”

This is the thing women seem to have a difficult time with — they’re expected to work standard hours and maintain an entire household. In that way, women can’t have it all, but when you learn to let go of things that don’t hold value at the end of the day, it’s doable!

Powers adds, “Don’t be a ‘yes’ person,” which is difficult for many women. She continues, “You can say no to things that don’t align with your purpose or schedule. Find your tribe, and support each other.”

Some women have difficulty organizing everything — work, kids, and life in general. Many women in higher positions use the resources available to them to maximize their work time while also being efficient with time management.

Ferrari touts technology, saying, “My Apple watch has helped me manage both my work schedule and altering me when it’s time for the best bottle! I’ve also leaned into creating routines on the Alexa App.”

There’s no shame in using all the help you can get, from leaning on your support system to using technology to help keep your day — your life — organized. Do whatever you need to do to achieve the status you want.

Looking to the future and what companies can do to support women in C-suite level positions

Despite women only making up 28 percent of C-suite positions, the truth is when women are in C-suite positions, they help the company’s bottom line. According to the Harvard Business Review (HBR), “adding women to the C-suite changes how companies think” by helping companies become more resilient to risk, sharing more innovative ideas, and they’re better at making stronger and faster decisions. HBR also found that “to advance to the highest corporate levels, many women need to walk a difficult tightrope.”

Nevertheless, women still need the support of their companies and those who work around them to help them succeed. Karen Ho, a director at Sourcing Solutions International, suggests “to allow flexible work hours and increase paid leave and incorporate a support or backup team for women. More importantly, communication is key. Everything stems from communicating expectations clearly from the beginning.”

At the end of the day, women, especially moms, need support from their companies. Shteiwi echoes this sentiment, “Companies must support all parents — both mothers and fathers. Creating that flexible working environment will help everyone.”

“By doing so,” Ho adds, “we can create a workplace where families and careers flourish together, allowing everyone to feel valued and supported.”

“One challenge is overcoming unconscious biases and gender stereotypes that can be deeply rooted in these industries,” Radosevic says. “There may be a lack of female role models and mentors within our industries, making it difficult for women to find support and guidance. As we tackle these challenges, we hope to see more representation in a variety of roles across the organization, from the front line to executive positions.”

“Organizations that support their employees’ well-being and see them as a whole person with a life outside of work are where you can thrive in your career,” Ahn remarks. “And organizations with a healthy and balanced culture are the most profitable and will continue to grow.”

Disclaimer: The San Francisco Weekly newsroom and editorial were not involved in the creation of this content.

Originally Appeared Here