Why Women Struggle to Stay Despite Wanting To

While 90% of women return to work after maternity leave, a significant number leave within seven months, highlighting a concerning retention issue despite initial welcome back. A survey commissioned by Careers After Babies found that although 98% of mothers expressed a desire to return to work post-maternity leave, only 13% found it feasible, with 79% of those attempting full-time work eventually leaving due to the challenges of balancing professional and personal responsibilities. As Suman Gopalan, former CHRO of Freshworks, aptly pointed out during the conversation, ‘The primary responsibility for caregiving often falls on women. The lack of formal support structures forces women to take career breaks without adequate support.’

This highlights the impact of societal expectations and structural barriers:

Societal Expectations: Deeply ingrained societal norms continue to place the primary burden of caregiving squarely on women. This is exacerbated by a lack of understanding and acceptance of shared parental responsibilities within households. As Nayana Chowdhury, CEO of Breakthrough Trust, succinctly put it: ‘The woman is supposed to take care of the child and everything else that is going on in the household. The double burden of care work is not changing.’

Lack of Structural Support: The absence of affordable and accessible childcare is a significant barrier. A study suggests that mothers who were unable to secure childcare were significantly less likely to be employed than those who did. This lack of support forces many women to reduce their working hours or leave the workforce entirely.

Lack of Flexibility: Rigid work cultures and limited access to flexible work arrangements, such as part-time work, remote work, and flexible schedules, and inadequate maternity or care leave policies make it difficult for women to balance work and family responsibilities. A study by Catalyst found that 44% of women are likely to change jobs to balance childcare with work demands.

Gender Bias: Discriminatory questions in interviews and concerns about career progression deter women from seeking employment. A study published in the Journal of Family and Economic Issues found that cross-country research demonstrates a decline in mothers’ participation in the workforce after childbirth, with 24% of women exiting the labour market in their first year of motherhood.

Leadership commitment to gender diversity is crucial. But is diversity achieved through establishing DEI policies alone?  

Leadership commitment to gender diversity is crucial. But is diversity achieved through establishing DEI policies alone? Not according to Shivani Kumar, Executive Director of CII Centre for Women’s Leadership. ‘I think any corporation serious about diversity must ensure the organisation is ready. And by readiness, I don’t mean policy. You can craft all the policies you want, but if the managers and leaders are not ready to change their mindsets, it is going to spectacularly fail,’ she explained.