The motherhood penalty

THE barrage of reactions online following a Times of London explosive feature on influencer Hannah Neeleman, a Mormon mother of eight who was portrayed as being coerced into giving up a promising ballerina career to raise kids on a farm with her husband, also reignited discussions on the motherhood penalty, and how pregnancy can set women back in their careers.

Though Neeleman subsequently blasted the article as flawed, and an attack on her family, and said she had chosen her life and was happy, the issue that was raised by many people who read it and recoiled, was how pregnancy and motherhood often lead to career setbacks for women. And it has been an issue that has long been on the feminist agenda.

“It’s a fact that choosing motherhood has been proven to lead to missed promotions, slower career progression, or a gap in work experience,” gender activist Fiona Samuels said. “Societal expectations about what a mother should prioritise, as well as workplace policies, and the lack of support for working mothers, contribute to these challenges.”

Samuels, who has a master’s in gender studies, and is reading for her doctorate, said women often face a range of challenges related to pregnancy and motherhood in the workplace, and with continuing their careers.

“Pregnancy and the associated leave can interrupt a woman’s career progression. An unsupportive partner insistent on traditional gender roles can exacerbate this. Any break time often results in missed opportunities for promotions or professional development,” she said.

“Many women also experience a wage penalty after having children,” she added. “This gap can result from taking time off work, reduced hours, or being perceived as less committed to their jobs compared to colleagues without children.

”Also, pregnant women and mothers may face discrimination, such as being passed over for promotions, receiving fewer high-profile projects, or being stereotyped as less capable or less committed to their careers.“

For three mothers interviewed, though they’re working across different industries, their experiences were eerily similar once motherhood interrupted their careers.

“I was actually given a ‘promotion’ of sorts after my second baby; it wasn’t paid, but they valued a certain talent I had, and asked me to do some hours in another department,” Destiny, a 26-year-old financial advisor said.

“Then it became predatory — work should end at 5:00, and the on-site child care ended at 5:00, so at times I had to take my children into my enclosed office. They weren’t bothering anyone, but soon the memos started coming from HR that kids weren’t allowed in the building, and I just had to move on to a company that was more progressive.“

In Ruth-Ann’s case, it was “like my value had dropped” after she returned from maternity leave to continue her sales position at a furniture company, and her boss would make snide comments about her performance, compared to her colleagues.

“My husband, also, was no help. He demanded that I be as committed to my tasks at home as I was before the baby, in fact, he would sit and watch
Tik Toks of mothers who managed to do it all, and criticised every move I made.”

“I was told straight that she — yes a woman — didn’t understand why I would expect that I’d be able to manage three kids and my career efficiently after my divorce,” shared Ingrid, 40, a marketing professional.

“She made it a point of duty to limit my options for remote work or flexible hours, even though everyone in the company was doing this, and oftentimes, when I’d come in, I’d be the only person with her in the huge office space.

“Then in evaluations I was also stereotyped as less capable or less committed to my career, and she would invent projects last minute that meant that I had to work late or work weekends, and a lot of them were thereafter trashed.”

Counsellor David Anderson said while systemic change is crucial for addressing the motherhood penalty, there are strategies women can employ to mitigate its impact.

“Planning ahead and communicating with employers about career goals and how to manage responsibilities during and after pregnancy can help maintain career momentum,” he said.

“Where possible, advocating for remote work or flexible hours can help balance work and family life. Demonstrating how these arrangements can benefit both the employee and the employer can make a strong case.”

Above all, he said, advocating for fair policies within the workplace, such as flexible working conditions, can benefit all women.

“Self-advocacy in salary negotiations, promotions, and workload discussions is also important to ensure fair treatment,” he said.