Advisory firm moms share high satisfaction but report early parenthood hurdles

Mothers working in advisory firms are broadly satisfied with their careers, though the earliest stages of parenthood often present steep challenges, according to new findings from The Ensemble Practice.

The firm’s latest survey, which gathered responses from 137 mothers in advisory roles, found that more than half rated their career satisfaction as a 9 or 10 out of 10, while another 41 percent gave scores of 7 or 8. Just 7 percent rated their satisfaction below 7.

Among survey respondents, 29 percent had at least one child aged three or younger, and this group was disproportionately represented among those who reported deeper dissatisfaction with their careers. The report noted that the early years of parenthood often coincide with heightened work-life tension, increased childcare costs, and reduced ownership or leadership opportunities.

“Ownership is a game-changer,” the report stated. Firm owners consistently reported higher job satisfaction and compensation, with an average annual income of $250,000 – more than double that of non-owners. Equity holders were also more likely to feel aligned with their firms’ culture and more confident about their career trajectory.

Of the survey participants, 53 percent held equity in their firms and 8 percent had synthetic equity. The study found that the happiest respondents often worked at smaller, women-led firms where leadership was seen as supportive and inclusive. This alignment appears to be a strong predictor of career satisfaction and retention.

Still, nearly half of respondents had at least considered leaving their jobs in the past two years. Sixteen percent had actively looked for a new role or applied elsewhere, while 30 percent had considered leaving without taking further action.

Notably, 95 percent said they were likely to recommend their firm to others, with more than half giving a score of 90 or higher out of 100.

Access to work-from-home arrangements emerged as a significant factor. Mothers with full remote flexibility gave an average satisfaction score of 9 out of 10 and were unanimous in recommending their firm as a place to work. In contrast, those who required special permission to work remotely were more likely to express dissatisfaction and to desire greater flexibility.

“Firms led by women are more likely to implement policies that support working moms – policies that directly correlate with higher satisfaction scores,” the report noted.

Paid time off policies also played a role. While 41 percent of respondents had access to unlimited PTO, that benefit was more common among moms who were less satisfied, suggesting that such policies may sometimes be paired with implicit pressure not to take time off. Nearly one-third of those with unlimited PTO said they felt reluctant to use it.

Beyond work conditions, many moms cited financial pressure. Average childcare costs were reported at $18,400 per year, rising to $25,480 for those with children under age three. About one in three respondents named higher income as their top professional goal for the next two years.

The report concludes with a call to firms to invest in developing women leaders, implement clear career tracks, and ensure supportive policies. As the authors note, “Supporting mothers in succeeding and finding fulfillment at work isn’t just good for business – it’s simply the right thing to do.”