Although most mothers are currently in the labor force, mothers’ labor supply varies by race and ethnicity. However, most of the discourse on mothers’ employment, particularly recent media coverage and research on mother s opting out of the labor force, focuses on the experiences of White women in managerial and professional occupations. I address the lack of diversity in the opt-out discussion by comparing the prevalence of opting out of the labor force and scaling back on work hours among Asian, Black, Hispanic and White mothers in 20 occupations using data from the 2009 American Community Survey. Although mothers of all racial and ethnic backgrounds are more likely to opt out when they have young children, opting out is more prevalent among White mothers. Racial and ethnic disparities are particularly salient when examining work hours. White and Asian mothers are more likely to scale back compared with Black mothers who do not appear to scale back at all when they have children. This study provides evidence to suggest that the opt-out discourse surrounding mothers’ employment has not been sufficiently nuanced and that policy solutions that are based on the experiences of women in managerial and professional occupations are likely to fall short of meeting the needs of most women.