For many working mothers, the phrase “senior part-time role” sounds like a contradiction. Leadership, we’re told, requires being “always on.” Big decisions can’t wait. Teams need constant availability. But does it really have to be this way?

When I shared a reel with Emma McLean about the lack of senior part-time roles, the internet exploded. Thousands of working parents commented with their frustrations, personal stories, and suggestions. The conversations revealed more than just workplace challenges — they exposed a cultural mindset that equates long hours with commitment, leaving little room for mothers who want both a career and a family.

The Barriers Women Face

Many mums described the part-time penalty: being paid less, promoted less, and valued less, regardless of output. One mum lost her job for requesting reduced hours. Another was demoted despite outperforming colleagues. Many spoke of being excluded from meetings and decisions because part-time was seen as “less serious.”

It’s not just women. Fathers in male-dominated industries reported stigma when asking for flexibility — even 15 minutes late for school drop-off could risk their jobs. The message is clear: flexibility is still seen as a women’s issue, not a family issue.

Where It’s Working Well

Amidst the frustration, there are sparks of progress. Some women successfully negotiated part-time senior roles or job-shared leadership positions. In industries like education, healthcare, and government, senior part-time roles are more common. Countries like the Netherlands and Austria show us it can work — flexibility and leadership aren’t mutually exclusive.

In fact, many women report being more productive in fewer hours. The pressure of time sharpens focus, and outcomes often exceed those of full-time colleagues.

What the Law Says

In Australia, the Fair Work Act defines part-time employees as working less than 38 hours with regular hours and equal entitlements on a pro-rata basis. Parents of school-aged children (and others with caring responsibilities) have the right to request flexible work. Employers must consider these requests and can only refuse on “reasonable business grounds.”

On paper, flexibility exists. In practice, it’s often blocked by outdated attitudes.

What does the data say?

According to the ABS (July 2025):

• 10.1 million Australians are in full-time work, 4.5 million part-time.
• Australia has one of the highest shares of part-time work in the OECD
• Yet part-time workers face a promotion cliff — promoted at half the rate of full-time peers. Part-time isn’t just about kids: 29% of women and 31% of men choose it for lifestyle balance.
• WGEA data shows flexible policies work. Companies with strategies see more women in part-time leadership, smaller pay gaps, and stronger retention.

The Broader Impacts

The lack of senior part-time roles doesn’t just hurt mums.

• Missed talent: Skilled leaders leave industries or downshift
• Career penalties: Lower pay, fewer promotions, and reduced visibility
• Superannuation gap: Women retire with less wealth, compounding inequality
• Mental load: As Prof. Leah Ruppanner highlighted, inflexible work adds to the unpaid labour mothers already carry
• Families stuck in old models: Fathers discouraged from flexibility, leaving mums to compromise.

Challenging the Status Quo

So how do we move forward?

• Reframe leadership: It’s about outcomes, not hours.
• Normalise job-sharing: Two leaders can be better than one.
• Celebrate men leaving loudly: Dads role-modelling care matters.
• Design flexibility into jobs: Imagine ads offering full-time, part-time, or job share by default.
• Advocate and share stories: Visibility changes culture.

Final Thoughts

Senior part-time roles do exist — but they’re rare, and access often depends on luck or tenure. The real barrier isn’t logistics. It’s cultural.

Working mums don’t want special treatment. They want recognition that they can lead, contribute, and thrive without sacrificing their families. Flexibility isn’t about giving less. It’s about creating workplaces where everyone — mums, dads, carers — can thrive.

The more we speak up, the closer we get to change.

Resources & Related Episodes

• Prof. Leah Ruppanner on the mental load
• Deline Jacovides on childcare affordability & superannuation
• Natasha Janssens on money & confidence
• Elise Slavin & Laura Stewart on redefining career success after kids
• Episode with Emma McLean

Listen to episode 171 on Apple Podcast or Spotify