From Maternity to Leadership: Rethinking Career Continuity
Is maternity a pause button for a career? Or is it an exciting phase to progress and go to the next level – personally and professionally?
While I reflect on this thought, I recall two advertisements where they have shown women emerging stronger during and after maternity. There is a woman who is a successful interior designer, working on a large project.
Her manager announces that she will not handle the project anymore and makes someone else lead the project. She obviously does not like it, and upon questioning, gets a response that it will be difficult for her to manage, as she is due for delivery. The employee submits her resignation, saying she is starting a business of her own.
So, maternity did not stop her transitioning from an employee to an entrepreneur, but the manager failed to see the potential, performance, and aspirations of the female employee. The challenge in this situation was not capability, but a rigid thought process that did not recognize the essential transformative period.
Another one is about a female candidate waiting for the final round of interview, wondering what questions will be asked. While waiting, she meets another woman working in that organization and engages in a causal chat.
The candidate mentions that she left the previous organization due to reduced responsibilities, as she was not assigned any substantial work. The reason was that she is expecting a baby in the next couple of months.
The company where she is being interviewed knows that the female candidate is expecting, and yet, they hire her. This shows that there are people in organizations who value women for the skills, knowledge and potential to contribute, rather than worrying about the maternity break.
When it comes to women in the workplace, there are some myths and assumptions which are deeply rooted. These need to be relooked and reevaluated so that women not only find their rightful place in organizations but also can accelerate their careers.
Myth #1: Maternity Slows Down the Career – Temporarily / Permanently
In scenario one, maternity was viewed as a hindrance to performing regular tasks, which were otherwise possible. Management didn’t want to risk making a woman lead an important project while she is due for delivery. The basis for such biases is age-old in conventional organizations.
They believe that to achieve higher performance or deliver exceptional results, employees must give long hours, be present in-person and give uninterrupted time. However, in the present-day context where there is remote working, flexi working, option to take up selective assignments etc., women employees will remain as relevant, valuable to the organization as ever.
Myth #2: Women are Less Committed or Focused During and After Maternity
Sometimes the barriers start right at the time of hiring women because of preconceived notions around 3 Ms (Marriage, Maternity and Motherhood). It is assumed that taking care of children and family puts a pressure on women and that will start showing at workplace. This is unfair assumption because women remain equally dedicated, aspirational and focused towards their career even during these phases. There are studies to show that women who return after maternity continue to perform better, resume work happier and have strong motivation to enhance their skills.
Myth #3: Productivity Drops After Maternity
When women return to work after maternity, they need periodic breaks. It could be for nursing, to check on the newborn or related responsibilities. It is presumed that due to this, mothers will not be able to work long hours, travel or take on demanding work.
During initial years, caregiving is the prime responsibility of mothers and hence, such breaks would be required. However, working mothers generally are known to develop better time management, multitasking, and decision-making skills. These skills can actually improve productivity.
Myth #4: Leadership Readiness Declines Due to Maternity
I was interviewing a female candidate when she was completing her maternity leave and was pleasantly surprised to know that she had enrolled herself for a “six-month” professional course in one of the renowned universities for the duration of her maternity leave.
When she was ready to resume work, she was much better due to the knowledge she had gained in her area of work. Even otherwise, motherhood enhances emotional intelligence, conflict management, empathy, prioritization, and balance of responsibilities. All these are essential leadership qualities.
Addressing Stereotypes and Barriers in the Workplace
Go to any shop floor or male-dominated workplace you will find people being overly protective of giving any work to women that involves physical strength / manual interventions. A general misconception is that women are not meant for heavy engineering/maintenance work, which becomes more sensitive after maternity.
Whatever the intent, such practices don’t help organizations because creative solutions emerge when there is inclusiveness. Nowadays, when women are entering into technically skilled trades, including plumbing, electrical work, welding, etc., female participation in heavy engineering jobs should be normalized. This will enhance retention of women in technical roles.
Managers, leaders, and HR should collectively address such barriers and create supportive environment where women are able to return to work with enthusiasm to contribute with greater purpose and confidence.
Having career conversations before and after maternity, designing executive education or return-to-work programs specially for new mothers, hiring women with breaks in service due to maternity, and encouraging them to take on high-responsibility, will help organizations to be inclusive, have a leadership pipeline, and create an edge by having better decision-making capabilities.
Conclusion: Maternity is Not a Break, But a Breakthrough
Maternity is a short break of about a year in a career that spans a few decades. Such a break can come on anyone’s professional journey due to any unforeseen circumstances. Some people take a sabbatical or take a break to pursue higher education, or might even have to be on long leave due to some illness.
Once this situation is over, they catch up from where they left off. This temporary break does not stop people from advancing in their careers. It should not and will not stop women, too!
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