"Mom posts" have attracted the attention of many parenting women because of their flexible working hours and the ability to balance family responsibilities. According to a report in Workers' Daily, some employers' "mom posts" are highly competitive, but at the same time there are bottlenecks such as a lack of promotion channels, limited job choices, and mostly contract-based or temporary employment, which require more attention and support from all sectors of society.

In recent years, some enterprises have spontaneously expanded and created posts, and with the help of local governments in developing them, many mom-friendly "mom posts" have emerged, responding to mothers' two-way need to raise children with one hand and earn money with the other. This not only provides mothers with suitable job opportunities and taps their labor resources, but also lightens mothers' burdens and relieves their pressure. At the same time, "mom posts" also help enterprises attract more labor and talent, help enterprises broaden their employment space, enhance the vitality of labor management, and contribute to the healthy development of enterprises.

Although "mom posts" have the characteristics of flexible working hours and flexible labor management methods, providing humanized convenience for workers raising children, they also expose some problems. For example, the posts are mostly concentrated in labor-intensive positions in the manufacturing industry, are mostly contract-based or temporary employment in nature, and generally offer lower pay than normal employment (some posts even have problems such as incomplete or untimely social insurance contributions). They mostly suit women with lower educational levels or single skills, and there is insufficient variety of posts and little room for advancement... To a certain extent, these problems reduce the attractiveness of "mom posts," limit mothers' employment choices and career development, and can even be said to "waste" the abilities of some mothers.

Many mothers are outstanding, with both relatively high educational levels and strong working abilities, and possess professional labor skills, management competence, and rich work experience in certain fields. Before having children, they may already have been department heads, key business personnel, or experts at certain employers. Although having and raising children has led to a "gap period" in their work for a time, their abilities and experience remain, and they have the confidence and willingness to return through relatively high-quality "mom posts." This places higher demands on "mom posts."

Obviously, "mom posts" need quality as well as quantity. In the process of expanding "mom posts," local governments, human resources and social security departments, relevant industry associations, and employers should recognize some mothers' demand for "matching posts," stable posts, or high-quality posts, establish multi-mode, multi-occupation, and multi-level "mom posts," and continuously improve the management mechanisms and standards of "mom posts," safeguard their labor treatment, optimize their labor environment, smooth their promotion channels, and enhance their standardization, long-term nature, and stability.

At the same time, consideration can also be given to connecting with labor models such as working from home, non-fixed working-hour systems, and comprehensive working-hour systems, and transforming some normal posts in relevant employers into "mom posts" or "quasi-mom posts" suitable for mothers' employment, thereby retaining the original nature and treatment of the posts while also making the posts fit mothers' diverse needs.

For some mothers, "mom posts" may only be transitional posts; they care more about having a job opportunity that allows them to "have the best of both worlds" and care less about pay, development space, and so on. Many other mothers will treat "mom posts" as a long-term employment platform and care more about the suitability, quality, treatment, and experience of the posts. Therefore, developing "mom posts" should not be regarded merely as an expedient measure, and we should not be satisfied merely with the quantity of "mom posts" or focus only on providing lower-end posts. Instead, we should adopt a mindset of long-term construction, continuously improve the quality of "mom posts," standardize their management, and guide them onto a track of healthy and orderly development.

Only by doing this work well can we find the greatest common denominator between the supply of "mom posts" and mothers' employment needs, provide mothers with more and more suitable employment choices, give them a stronger sense of belonging in their posts and more motivation and hope, and inject more positive energy into building a childbirth-friendly society.