Login
A new report from WalletHub analyzes the best and worst states for working mothers by comparing the 50 states and the District of Columbia across three factors: 1) Child Care, 2) Professional Opportunities and 3) Work-Life Balance. Using 13 metrics—ranging from gender wage gap to parental leave policies—the data website evaluated the three factors to determine the best state for working mothers.
5 Best States for Working Moms
- Vermont
- Minnesota
- New Jersey
- Delaware
- Connecticut
5 Worst States for Working Moms
51. Alabama
50. Louisiana
49. Nevada
48. Arizona
47. Alaska
Best Day Care Systems
- New York
- Washington
- North Dakota, Oklahoma, Texas
Lowest Gender Pay Gap
- Hawaii
- District of Columbia, Florida
- Delaware
- New York
Highest Gender Pay Gap
51. Wyoming
50. North Dakota
49. Utah
48. Alabama
Lowest Child Care Costs
1. Mississippi
2. South Carolina
3. Louisiana
4. South Dakota
5. Alabama
Highest Child Care Costs
51. District of Columbia
50. Rhode Island
49. Nevada
48. Alaska
47. New York
Highest Female Executive-to-Male Executive Ratio
1. South Dakota
2. Maine
3. District of Columbia
4. North Dakota
5. Montana
Lowest Female Executive-to-Male Executive Ratio
51. Utah
50. Idaho
49. South Carolina
48. Alabama
47. Texas
As part of the report, Caitlyn Collins, Assistant Professor of Sociology at Washington University in St. Louis provided the following, “Companies can make a range of work-family policies available to both mothers and fathers, and back them up with supportive workplace cultures. Policies like paid parental leave, flexible schedules, and telecommuting options are a great place to start. But they are ineffective if workers don’t feel comfortable taking advantage of them for fear that they mark them as uncommitted employees.”
Workplaces that allow working mothers to capitalize on their opportunities are essential. With their presence—women comprise almost half of all U.S. workers, and over 70 percent of mothers with children younger than 18 are working—the American labor force cannot afford to miss out on the contributions of this demographic.
To read the full report, please click here.