By Abha Dandekar
A maternity break is a transformative period in a woman’s life, but it begs a fundamental question: Why does it? And why should it affect a woman’s professional life?
The unfortunate reality is that it often does, primarily because as a society, we still struggle to reconcile the roles of being a mother and a working woman. It’s as if these identities cannot coexist within the same breath
The mental challenges that accompany a maternity break are numerous. Women frequently experience anxiety about falling behind in the workplace, not being perceived as competent, and facing a serious erosion of their professional identity. A 2023 survey by the American Psychological Association highlighted that 60% of women who took maternity leave expressed concerns about their career trajectories post-break.
Motherhood, undoubtedly, is an important and life-changing journey. However, this should never translate into a woman fearing that her career will deteriorate or that she will not be the same professional post-break. Often, women are hesitant to take maternity leave because they worry about losing opportunities or being sidelined by their managers when new roles or responsibilities are delegated.
This fear is rooted in persistent stigmas that view mothers as less efficient in professional environments. Such misconceptions can severely damage a woman’s confidence. When combined with the inherent stress of maternity, these concerns can spiral into irritation, diminished self-esteem, and heightened anxiety.
Additionally, the mental health challenges extend to postpartum depression, a condition that affects many new mothers. Organizations must be prepared to provide robust support systems for women who might be grappling with postpartum depression. This could include counseling services, peer support groups and a more compassionate approach to the return-to-work process.
It is crucial for organizations to dismantle these taboos and proactively address the mental health challenges that maternity breaks can trigger. The first and most essential step is effective communication. Employees, particularly men, must be educated on the importance of maternity leave and why it should not alter their perceptions of their colleagues.
Managers should prioritize smoothing the transition back to work post-maternity leave, which could include personalized work schedules, flexible hours, and phased returns. The 2024 Return-to-Work Survey by LinkedIn revealed that 55% of women who experienced a phased return reported higher job satisfaction and reduced stress levels.
Moreover, organizations should not automatically assume that a woman on maternity leave wants complete disconnection from her work. Inclusivity can be fostered through participation in online webinars, seminars, and regular briefings. This ensures that women on maternity leave feel connected and are not burdened by the fear of being left behind professionally. This approach is essential because a maternity break should be a period of relaxation and bonding, not one fraught with additional workplace pressures.
Ultimately, we must view maternity leaves like any other form of leave. No other type of leave changes our perception of a colleague, so why should this one? It’s a sensitive issue, but the potential mental health impacts can be mitigated through thoughtful communication and reassurance.
Managers should foster open dialogue about maternity and motherhood, ensuring it is seen as a natural part of life rather than something that diminishes productivity. Women should be assured that their roles and responsibilities will remain consistent, with accommodations for their new personal circumstances. This approach will not only boost confidence and comfort but also reinforce a sense of belonging, all of which are key to achieving team goals.
The author is Founder of Elephant in the Room Consulting.
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