By : Uma Thana Balasingam

Raise your hand if you’re a mother working or looking for a job.

Keep your hand up if you feel that…

- People questioned your commitment to your job after you had children.

- People have directly or indirectly suggested you should work fewer hours.

- Your status as a mother negatively impacted a job interview or performance review

Now raise your hand if you do not have children.

Keep your hand up if . . .

- You worry that you will be perceived differently in your job if you have children.

- People assume you will have children and that it will affect your work.

The business world is no stranger to gender biases, and one of the most pervasive and detrimental biases is the "maternal wall" phenomenon. Motherhood triggers assumptions that women are less competent and less committed to their careers. People often assume that women can’t be all-in at work and committed as mothers at home. This assumption has a staggering impact on women’s careers.

Beyond missed opportunities, the maternal wall bias has another detrimental consequence: widening the gender pay gap. Studies have shown that mothers often experience a significant setback in their pay scale after having children.

- For instance, according to a study by the National Women's Law Center, mothers in the United States make about 71 cents for every dollar that fathers make. Furthermore, research from the World Economic Forum highlights that the global gender pay gap will likely take 257 years to close at the current rate of progress.

- According to a Harvard Business Review study, women who become mothers are less likely to be promoted and more likely to have reduced job responsibilities.

Conversely, when mothers are exceptionally high performers, they are often judged for not being maternal enough.

Here are the most common ways Maternal Wall bias can show up in an organization:

- When mothers work out of the office, people assume they’re home with their kids.

- People tend to remember the one time a mother was late but not the numerous days she was on time.

- Mothers may not be offered challenging assignments or promotions because managers assume they don’t have time for extra work. "I don't think this is a good time for her since she just had a baby."

- Mothers may hear judgmental comments like, “I don’t see how you can leave your kids so much. My wife could never do that.”

- Sometimes, mothers are flat-out told that they should be home with their children.

- The presumption that younger women will eventually have children may make them feel as though their career opportunities are limited.

Strategies for addressing Maternal Wall bias.

For Women:

1. Voice your commitment - When you return from maternity leave, signal that you remain committed. Request a meeting to discuss your immediate and long-term professional objectives. Ask your manager how you can work to meet those goals. Be sure to highlight anything demonstrating your commitment and value (if you are willing to travel, if your spouse is willing to relocate, etc.). Don’t be afraid to let your manager know if you are the primary earner in your household.

2. Adjust the way you communicate-  Be explicit about why you’re out of the office, so people don’t assume you’re taking time off to be with your kids. If you’re traveling for business, briefly describe why you are away in your auto-response email. Many women find it helpful to adjust how they communicate with others when they have family commitments. For example, list family appointments on the calendar as “out-of-office meetings.” While it can be frustrating that we need these tactics, they can help you shape people’s understanding of your commitment to work.

3. Senior women can set an example -  Workplaces need to make it acceptable for employees to spend time with their families. If you’re in a senior position, use your authority to make it okay for more junior mothers and fathers to spend time with their children. One way to do this is to let others know when you’re leaving the office for a family-related matter.

4. Don’t hold yourself to an unrealistic standard -  Focus on what you’re doing well as a working mother instead of judging yourself. It’s not realistic to always be available to your children, and striving for perfection isn’t good for you or them.

For Individuals:

- Challenge Assumptions: Speak up when you witness bias-driven assumptions. Encourage discussions that focus on qualifications and capabilities rather than personal life choices. Example: The next time you hear, "I don't think this is a good time for her since she just had a baby.", consider taking a stand. Remind your colleague that this project could be a game-changer for anyone involved, irrespective of their circumstances. Encourage them to let the new mom decide whether to take on this opportunity. After all, making assumptions about her abilities based on her motherhood status is unfair and counterproductive to fostering a diverse and inclusive workplace.

- Promote Choice: Emphasize that decisions should be based on an individual's choice and that their career aspirations should never be compromised due to stereotypical thinking.

- Supportive Conversations: Engage in conversations highlighting achievements and potential, allowing women to showcase their skills without the shadow of bias looming over them.

For Companies:

- Training and Awareness: Implement bias awareness training for employees to recognize and address biases, including the maternal wall bias, in the workplace.

- Flexible Work Policies: Offer flexible work arrangements that accommodate various life stages, encouraging a work-life balance and supporting personal and professional aspirations.

- Equal Opportunity Initiatives: Proactively assign high-visibility projects to women, mothers included, based on merit and potential rather than assumptions.

Empowering women means confronting and dismantling biases like the maternal wall, ensuring everyone can thrive based on their skills, dedication, and aspirations. Let's create workplaces that honor choice, respect, and true equality, where every individual can achieve their full potential, regardless of their journey into motherhood. If you wish to share your experience in your workplace, leave a review on our website here.. 
Looking for tips on mastering work life integration? Head over to our last blog post here.