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Overview:

Have you heard of the term maternal wall? It refers to the preconceived notions people have towards women who are entering/have entered motherhood. The maternal wall can set a woman’s career back drastically. The blog discusses the reasons behind the maternal wall and how to overcome it.

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Yes, we are all more aware now than ever before of the need for a diversified workforce and leadership. We are all also constantly bombarded with articles on gender equity, bridging the pay gap, etc. Steps are being taken and the female labour force participation is on the rise. But there are still issues that need to be addressed and one very prominent among them is the maternal wall women face. The maternal wall is a phrase coined by Joan C Williams, a Professor of Law, to refer to the discrimination working women who become pregnant or have kids face in the workplace. What is interesting to note is that businesswomen are regarded as smart and competent by everyone – until they become pregnant and start their motherhood journey. Working mothers unfortunately are regarded more as homemakers and less as businesswomen. It doesn’t matter if they have proved themselves in their jobs, once motherhood hits, people’s perceptions change, often without them even being consciously aware of it.

Long-standing Perceptions

People’s views on women and motherhood are so deep-rooted that it does take time to change them and till that change comes, it will continue to affect women: People undermine pregnant women, women who take maternity leave or choose flexible working schedules.

• Often, well-meaning managers choose to change the kind of work they give women in such phases of their lives. They might give them projects that are less challenging because they are of the belief that it will make life easier for the women. But what they are inadvertently doing is slowly relegating women back to square one of their career trajectories. While the managers’ intentions might be good, women should be allowed to decide for themselves what is best for them.
• Another deep-rooted belief is that once women become mothers, they lose their competency. People unfortunately believe there is a trade-off between competency and maternal qualities and push mothers into non-demanding roles which robs them of the chance to prove their mettle.
• Add to these another widely held societal perception that children need at least one parent at home, preferably their mother. This perception does exert its influence on managers too who believe that they are doing what is best for their women employees’ families by reducing women’s work responsibilities.
• All these affect women’s performance appraisals which in turn leads to them being overlooked for challenging roles. It is indeed a vicious cycle that can adversely affect women’s careers unless addressed.

Breaking the Maternal Wall

Addressing the Bias:

• The first step to addressing any issue is acknowledging that there is a problem.
• The management needs to actively work with managers to identify any bias that is happening.
• Managers need to be educated against having preconceived notions on what pregnant women or mothers can do.
• They should also be made aware of what they can do to help women who are encountering the maternal wall.
• These actions will give women a chance to showcase their potential and as people start to realize that work and family need not be mutually exclusive for women, the maternal wall will slowly but surely begin to disintegrate.

Childcare Support:

• Organizations need to offer childcare support if women are to thrive.
• The Centre for Monitoring Indian Economy (CIME) has stated that 44.5% of Indian women do not enter the workforce because of childcare and household responsibilities.
• When organizations provide direct or indirect forms of childcare, women’s careers and caregiving can exist side-by-side.
• Another important role organizations can play is in normalizing the fact that both men and women can play caregiving roles. When the management promotes this thought process, the employees will in time follow.

Moving Towards Parental Leave

• Instead of maternity leave, parental leave should be made the norm.
• Becoming a parent is after all a momentous occasion for both the father and the mother and it is only right that they be given the choice to decide on their caregiving responsibilities.
• This will promote an inclusive culture and even reduce employee turnover.

Moving Towards Parental Leave

• If there is anything the pandemic has proven to us, it is that it is possible to be just as efficient and effective working from home as in the workplace.
• Flexibility is definitely not synonymous with slacking off.
• By having a balance between work-from-home hours and in-person work, women can continue working while not missing out on networking and exposure to mentorship.
• Normalizing flextime also helps organizations retain their female employees.

While these are changes that have to be made at the management level, there are certain things women themselves can do to promote their careers.

• Women, once they are back from a break, can have a conversation with their managers expressing their commitment and their desire for more opportunities. This will prevent managers from making assumptions regarding the amount of work they can assign.
• Women in senior roles can make it known that it is possible to balance work and motherhood. This will help alter the impression among employees that family commitment comes at the cost of work.
• Finally, women need to help other women who are facing the maternal wall. By being vocal, supportive and coming up with ways to help other women employees get back on track after motherhood, women can not just break down the maternal wall but they can shatter the glass ceiling as well.

FAQs About Maternal Wall Bias in the Workplace

What is maternal wall bias?

The maternal wall bias refers to workplace discrimination women face during pregnancy or after becoming mothers. It includes assumptions about their competence, commitment, and availability, often leading to fewer opportunities, stalled promotions, or career setbacks.

How does motherhood impact women's career growth?

Many women experience slower career progression after becoming mothers due to biased perceptions. Managers may unintentionally assign less challenging work or overlook them for promotions, assuming they cannot balance work and family.

Why do organizations need to address the maternal wall?

Addressing the maternal wall helps create an inclusive work culture, boosts employee retention, and unlocks the full potential of talented women. Recognizing and correcting such biases also promotes gender equity and business performance.

What can organizations do to support working mothers?

Organizations can support working mothers by offering childcare assistance, flexible work arrangements, unbiased appraisals, and educating managers about maternal wall bias. Promoting parental leave for both parents is also crucial.

Is flexible working a good solution for working mothers?

Yes, flexible working allows women to maintain their career momentum while managing family responsibilities. Hybrid work models, flextime, and remote options help retain female talent and improve work-life balance.

How can working mothers overcome maternal wall bias?

Women can counter maternal wall bias by proactively discussing their goals with managers, seeking mentorship, and staying connected post-maternity. Senior women leaders setting examples and supporting peers also help shift perceptions.

Why is parental leave better than maternity leave alone?

Parental leave promotes shared caregiving between both parents, reduces gender-based assumptions, and creates an inclusive work environment. It helps normalize caregiving roles for men and eases the pressure on women.