In today’s workplace, gender bias continues to be a pressing issue. Despite growing awareness of the need for diversity and inclusion, women still face significant hurdles, particularly when balancing career aspirations with societal expectations of motherhood. This "maternal wall" is not just a barrier for women who are mothers or plan to become mothers; it affects all women, regardless of their parental status. Whether or not a woman has children, the mere assumption that she might lead to workplace discrimination, stifling career growth, limiting opportunities, and perpetuating pay inequity.
The idea of a maternal wall encapsulates a range of biases that hinder women's professional advancement. These biases, deeply ingrained in workplace cultures across industries - including the Banking, Financial Services, and Insurance (BFSI) sector - create systemic obstacles that not only impact women with children but also affect child-free women, who are often perceived differently due to their potential for motherhood. This pervasive issue calls for reevaluating how we perceive women in the workplace and a concerted effort to break down these walls to foster true gender equality.
In this article, we’ll explore the various biases women face due to assumptions about motherhood, how these biases extend beyond mothers, and what organisations can do to ensure that all women are given equal opportunities to thrive in their careers.
The maternal wall represents a collection of biases and assumptions that women face in the workplace related to motherhood. These biases often manifest in the form of missed promotions, pay disparities, and unequal treatment compared to their male counterparts or child-free colleagues. The challenges women encounter are not solely a result of having children but are often rooted in assumptions that they will have children or should take on caregiving responsibilities, regardless of their personal choices.
A common disparity in the workplace is the motherhood penalty versus the fatherhood premium. Research has shown that fathers often see their wages rise, while women who become mothers face wage stagnation or salary reductions. Mothers are usually viewed as being less committed to their jobs, even though their performance may not justify such a perception. On the other hand, men are often seen as more stable and dependable once they have families, which leads to a gendered reward system that disadvantages women.
This phenomenon doesn't just affect mothers. The mere potential of becoming a mother, sometimes referred to as "maybe baby" bias, leads to discrimination in hiring, promotions, and workload assignments. As one woman recounted in a study, she was denied a promotion because her superiors assumed that she would soon start a family and require maternity leave. This bias casts a shadow on women, regardless of their actual intentions or personal circumstances, creating a barrier that limits their professional growth.
Perhaps the most insidious form of bias that women face in the workplace is the "maybe baby" bias - the assumption that women, particularly those of childbearing age, are a risk for employers because they might become mothers. This bias often results in discriminatory hiring and promotion practices, with women being viewed as a potential liability due to perceived future caregiving responsibilities.
Even women who explicitly state that they do not want children are not immune. Many report being treated with suspicion when discussing their plans, as if they are "probably lying" to get ahead professionally. For instance, a woman in a leadership position was advised to remove her engagement ring before interviews to avoid assuming she would soon need maternity leave. This type of discrimination is not only illegal but also challenging to address because the biases are often unspoken or implicit.
The result is that women are judged based on assumptions about their future roles as caregivers rather than their current skills and capabilities. This bias can undermine confidence, limit opportunities, and create a culture where women are forced to prove their commitment to their careers in ways that men are not.
Another common issue that arises from assumptions about women and caregiving is the "do more" bias. Women without children often find themselves expected to work longer hours or take on more responsibilities because they are perceived to have fewer personal obligations. This leads to an unfair distribution of workload, where child-free women are expected to compensate for their colleagues who are parents, often without additional recognition or compensation.
For example, one woman reported that her vacation requests were routinely denied because it was assumed that she should cover for her colleagues with children during school holidays. This expectation creates a frustrating dynamic in which women are penalised for not having children, as they are expected to pick up the slack without consideration for their personal lives or well-being.
This bias not only adds to the stress and burden on child-free women but also reinforces the notion that caregiving responsibilities are exclusively the domain of women, further entrenching gender stereotypes.
Despite efforts to close the gender pay gap, disparities in pay persist, and biases related to family status often exacerbate these inequities. The "pay less" bias stems from the assumption that women, particularly those without children, do not need to earn as much because they are not financially supporting a family. This bias is not only unfair but also discriminatory, as it undermines women’s contributions based solely on their family status.
Many women have shared stories of being paid less than their male colleagues who are fathers despite performing the same work at the same level of competence. One woman discovered that a male colleague with similar qualifications was paid more simply because he was a newlywed and expecting a child. This reinforces the stereotype that men are the primary breadwinners, while women’s earnings are seen as supplementary or "just for fun".
To combat this bias, companies need to adopt transparent and equitable pay policies based on skill, performance, and responsibilities rather than assumptions about personal circumstances.
The "never quite right" bias is perhaps one of the most challenging for women to overcome because it puts them in a no-win situation. Women are often judged for prioritising their careers over having children or criticised for having children and perceived as less committed to their jobs. This bias affects all women, whether they are mothers, plan to be mothers, or do not want children at all.
For example, Black women, in particular, often face conflicting expectations about motherhood. They are either seen as having children too early, which affects their careers or delaying motherhood for career reasons, which is also viewed negatively. These conflicting messages create a hostile environment where women are forced to defend their choices, regardless of the path they take.
Ultimately, this bias creates a situation where women are never seen as wholly committed - either to their families or their careers - placing them at a disadvantage in comparison to their male counterparts.
Breaking down the maternal wall and ensuring that all women are given equal opportunities requires concerted effort and policy changes at the organisational level. Here are some practical steps companies can take to eliminate these biases and foster a more inclusive work environment:
The maternal wall is a barrier that affects all women, regardless of their parental status. From assumptions about future motherhood to biases that penalise women for prioritising their careers, the systemic discrimination faced by women in the workplace is both pervasive and harmful. However, with intentional changes in policies, attitudes, and behaviours, companies can dismantle these biases and create an environment where all women can thrive.
Breaking down these barriers isn’t just the right thing to do. It’s also good for business. Organisations that foster inclusive, equitable workplaces benefit from diverse perspectives and innovative ideas, leading to better decision-making and more robust financial performance. The path forward is clear: eliminate biases related to motherhood and unlock the potential of every woman in the workforce.
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Disclaimer: The views and opinions expressed in the articles are those of the author and do not necessarily reflect the policy or position or the opinion of the organization that she represents. No content by the author is intended to malign any religion, ethnic group, club, organization, company, individual, or anyone.