Arya News - China`s growing "mom jobs" initiative offers flexible, community-based employment, empowering women to earn income while balancing childcare and family responsibilities.
WUHAN/BEIJING – When Yang Shixiu leaves a mushroom-sorting workshop in Nanzhang county, Hubei province, at 5 pm, she arrives home just in time to greet her 14-year-old son returning from school.
For the first 14 years as a stay-at-home mother, Yang had no personal income. Today, she earns between 3,000 and 3,500 yuan ($424.22 and $494.91) a month at the workshop.
But the job offers more than financial security — her confidence has grown alongside her paycheck.
“I used to feel anxious staying home all day without earning anything,” she said. “Now I can support myself and still take care of my child. Life feels fuller and more balanced.”
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Yang is part of a growing wave of women benefiting from China’s expanding “mom jobs” — an employment model formalized through national guidelines in 2022. The initiative encourages local governments and companies to provide jobs that are close to home, with predictable workloads and flexible hours for caregivers of young children.
Cities such as Guangzhou and Chongqing have already listed various positions in manufacturing, e-commerce, food processing, and community services.
Hubei is among the first provinces to pilot a coordinated, province-wide program. In Nanzhang, community-level workshops have quickly become hubs for mothers seeking stable employment. The local government’s “Women Empowerment Plan” has established 371 women’s groups and 32 employment-support workshops linked to cooperatives and agricultural parks, creating a network of tailored job opportunities for women.
“My world used to revolve only around my children,” said Han Yinyin, a mother of three. “Now I earn about 3,000 yuan a month. I don’t have to count every penny anymore. I feel happier, I have colleagues to talk to, and I have a sense of value.”
For many, flexibility is the biggest advantage. Liao Jiao, a drafter at a footwear company, completes most of her tasks before picking up her child from school. “If I want to earn more, I take drawings home,” she said. “My son does his homework next to me while I work. It feels fulfilling. This freedom gives me control over my life. My mood is better, and my health has improved, too.”
Nanzhang has also strengthened its training programs for mothers to sustain these opportunities. The county invests 4 million yuan annually in more than 40 skills courses — from e-commerce to housekeeping — which have benefited over 1,000 women this year alone.
“Jobs for mothers should help women work with peace of mind,” said Luo Xingbin, Party secretary of Nanzhang. “This is not only about employment, but also about improving people’s well-being. Our goal is to make ‘mom jobs’ truly a ‘mom haven’.”
Hubei’s approach is an early-stage experiment, making use of local strengths to create community-based positions that allow mothers to return to work without leaving their neighborhoods.
At the same time, cities with different industrial structures are testing other models. In Shanghai, for example, the concept was reframed in 2024 as “family-friendly jobs”, with gender-neutral policies designed to support both mothers and fathers, including in higher-skilled, knowledge-based sectors.
One example is Fanshu, one of China’s largest online reading platforms with more than 78 million registered users, where women make up over 70 percent of the staff.
Mothers in Nanzhang take part in skills training and work at a mushroom-sorting workshop. PHOTO PROVIDED TO CHINA DAILY
In a knowledge-centered enterprise like this, policies focus not only on work flexibility but also on equipping employees with the skills and confidence needed for long-term career development.
According to Ye Yunyan, the company’s HR director, family-friendly measures are integrated into recruitment, performance reviews, and daily operations. Employees can apply for remote work during early and late pregnancy, while the headquarters features a fully functional mother-baby room.
The company also provides psychological counseling and free access to a wide range of parenting and professional courses, helping female staff maintain both career momentum and parenting knowledge.
Male employees are also encouraged to take a more active role in caregiving. For Feng Guangyuan, the company’s investor relations director and father of one, these policies have redefined what fatherhood can look like in the workplace.
“Before becoming a father, I worried that choosing childcare over business trips would affect my work performance,” he said. “But the company makes it clear that family emergencies are acknowledged, not overlooked. This gives fathers the confidence to share family responsibilities.”
For customer-service specialist Wu Hui, the approach eased the anxiety of pregnancy and returning to work. “In the internet industry, where competition is intense, even a few months away can create pressure,” she said. “But here, I felt understood. I don’t have to choose between being a good employee and a good mother — I can be both, even if not perfectly.”
Fanshu has long promoted a “relaxed, friendly, and inspiring “environment, where parenthood is not penalized and where pay or evaluations are not affected simply because an employee has children.
“We treat employees as capable, self-driven individuals,” Ye said. “They are trusted with autonomy, and they repay that trust with responsibility.”
For Feng, the broader impact goes beyond any single company. “Being understood and supported means healthier parents, stronger families, and better workplaces. It is a win-win for individuals, companies, and society,” he said.