Miss disparity: why is motherhood still limiting women’s opportunities?

In recent weeks, a controversy has erupted over longstanding rules that ban mothers from entering Miss World and Miss America pageants.

At Morson, we believe that this outdated regulation not only perpetuates harmful stereotypes but also reflects broader issues faced by working mothers across various industries – and we’re not the only ones.

Recently, Danielle Hazel, a 30-year-old mother, filed a discrimination complaint with the New York City Commission on Human Rights, challenging this 70-year-old rule. Hazel argues that these rules deny mothers “important business and cultural opportunities” solely based on their parental status.

This isn’t the first time the issue has reared its head. In 2014, the director of the Miss England competition commented on the policy, implying that it was unfair on children for the winner to split her attention between the role and being a mum. This argument plays into the outdated social expectation that mothers should sacrifice their career to take on the bulk of parental caregiving.

Rebekah Lee, Group Marketing Director at Morson, comments:

“Having just returned from maternity leave myself, this really resonates with me. Such perceptions assume the mother is always the default parent, but it also removes her choice. Women should have the autonomy to navigate the complexities of work and home life in a way that works for them. To suggest otherwise not only limits women but perpetuates harmful stereotypes.”

From our perspective, these pageant rules are more than just a niche issue. They symbolise the broader challenges working mothers face in their careers and run the risk of reinforcing damaging stereotypes that can impact women’s opportunities across all sectors. At Morson, we firmly believe that motherhood should never be an impediment to women’s careers or opportunities.

Talent Solutions Director Sam Price recently highlighted this issue in an article on balancing career and family life, published in Stylist Magazine, stating:

“We’re in a really challenging skills market and lots of talented women leave the workplace after maternity leave because of the difficulty of balancing work and home responsibilities, but we need to keep those talented women in their roles.”

To do this, businesses must review their policies and practices to ensure they support working parents. This means creating flexible work arrangements, providing adequate parental leave, and fostering a culture that values the skills and experiences that parenthood can bring to the workplace.

As for parents, Sam advises asking your employer to look at their policy.

“Then you’re not making personal demands; you’re suggesting improvements that will help your employer attract and retain more women and parents. Women are not going to rush to get pregnant just because of a positive maternity policy, but they might just accept a job or invest in their role if they feel supported by a progressive workplace.”

The controversy surrounding these pageant rules serves as a reminder that we must continue to challenge barriers that limit women’s opportunities. At Morson, we’re committed to promoting inclusive workplaces where women can thrive without compromising their career or family life. We think it’s time for society to recognise and support the diverse roles women play, celebrating rather than penalising motherhood. By doing so, we not only empower women but also enrich our workplaces and society as a whole.

At Morson, we help organisations attract diverse talent, create inclusive cultures, and remove barriers to inclusion from the recruitment process. Learn more about our EDI Consultancy here.