Why Indian Working Mothers Face a Career Penalty After Childbirth

Motherhood is acknowledged to be one of the most beautiful and precious phase for a woman that most women crave for. However , in reality this journey especially for a woman at workplace , is not a smooth trail. Despite decades of progress in gender equality, motherhood continues to carry a financial and professional cost for many women. This phenomenon,known as the motherhood penalty refers to the wage declines, slowed career growth, and reduced job opportunities women often face after becoming mothers.

While women wages in the corporate sector is an issue of constant debate in many levels; it is often seen that before parenthood, men and women in the workforce tend to earn comparable wages. But once a child arrives, mothers’ earnings start falling behind. While Indian women enter the workforce with increasing qualifications, a significant drop in participation is observed post-childbirth. According to the World Bank, India’s female labor force participation fell from 30.3% in 1990 to around 24% in 2022, and one of the key reasons is caregiving responsibilities after childbirth.

A 2018 report by McKinsey Global Institute noted that India could add $770 billion to its GDP by 2025 if women were equally represented in the workforce. However, cultural expectations and limited workplace support mean that many women either leave their jobs or accept roles with less pay and fewer growth opportunities after becoming mothers.

The motherhood penalty in India stems from a combination of structural, cultural, and policy-related issues:

Career breaks: Indian women often take extended maternity leaves, with many never returning

Bias and assumptions: Employers sometimes assume that new mothers are less committed, less flexible, or more likely to take leave. This unconscious bias results in fewer promotions and pay raises for women post-childbirth.

Lack of childcare infrastructure: Access to quality, affordable childcare is scarce, particularly in tier-2 and tier-3 cities. The PLFS (Periodic Labour Force Survey 2022–23) shows a stark gender gap in urban employment, where mothers are underrepresented.

Paternal leave imbalance: Indian labor laws mandate 26 weeks of paid maternity leave for eligible women but offer no mandatory paid paternity leave in the private sector. This reinforces the notion that childcare is a woman’s responsibility.

Tackling the motherhood penalty in India requires action at multiple levels including policy, workplace, and societal.

1. Flexible work arrangements

The rise of remote work during the COVID-19 pandemic showed that flexible work is possible and productive. Companies must adopt hybrid work models that support work-life balance for mothers. A 2022 Deloitte India report found that 77% of women cited flexible work options as a key factor in rejoining the workforce.

2. Affordable childcare solutions

Government and private employers should invest in quality daycare facilities. The Maternity Benefit (Amendment) Act, 2017, mandates crèche facilities in organizations with 50+ employees, but implementation remains weak.

3. Shared parental responsibilities

Introducing paid paternity leave can help normalize shared caregiving and reduce career disruptions for women. Scandinavian countries that offer such leave have seen significant reductions in the motherhood penalty.

4. Returnship programs

Some Indian firms like Tata Group, Infosys, and Accenture have launched returnship programs to support women re-entering the workforce after a break. These programs offer upskilling, mentorship, and re-integration training.

5. Challenging workplace biases

Employers must train managers to recognize and counteract biases against mothers. Hiring and promotions should be performance-based, not perception-based.

Conclusion

The motherhood penalty in India is not merely a gender issue :it’s an economic one. When women are forced to choose between motherhood and a meaningful career, the nation loses valuable talent and productivity. To unlock India’s full economic potential, we must reshape workplace policies, promote equal parenting, and recognize motherhood not as a professional liability, but as a valuable life experience that bui

lds resilience, empathy, and leadership.