Published in: Uncategorized

Why Indian Moms Face ‘Fresher’ Treatment After Maternity Leave?

Author LP Career Mentor

Published on: September 20, 2024

Priya Sharma, a talented software engineer with 5 years of experience, confidently walked into her office after a 6-months-long maternity leave. She was excited to dive back into her work, armed with new perspectives and a renewed sense of purpose. However, within days, she found herself sidelined from key projects, struggling to catch up with new technologies, and facing subtle yet persistent doubts about her commitment to her career. Priya’s story is not unique – it echoes the experiences of countless Indian women who return to work after becoming mothers.

In recent years, a troubling trend has emerged in the Indian corporate landscape. Despite making significant strides in their careers before motherhood, many women find themselves treated as ‘freshers’ upon their return from maternity leave. This phenomenon not only undermines the professional growth of talented individuals but also perpetuates gender disparities in the workplace.

This blog post aims to shed light on the reasons behind this ‘fresher’ treatment, examine its impact on working mothers and the broader economy, and offer practical solutions for both women and organizations. By the end of this article, you’ll understand:

The factors contributing to the ‘fresher’ phenomenon
The legal landscape surrounding maternity benefits in India
Challenges faced by returning mothers
Strategies for successful reintegration
The role of employers and policymakers in facilitating smooth transitions
Future trends and best practices for supporting working mothers

To understand and address one of the most pressing issues facing professional women in India today.

The ‘Fresher’ Phenomenon: Understanding the Issue

Defining the ‘Fresher’ Treatment

In the Indian workplace context, the term ‘fresher’ typically refers to a recent graduate with no prior work experience. However, when applied to returning mothers, it takes on a more insidious meaning. The ‘fresher’ treatment involves:

Assigning less challenging or lower-level tasks
Excluding women from high-profile projects or client interactions
Overlooking them for promotions or leadership roles
Questioning their commitment and ability to balance work and family

This treatment effectively erases years of experience and accomplishments, forcing women to “prove themselves” all over again.

Statistics Paint a Grim Picture

The impact of this phenomenon on women’s careers is stark:

According to a study by Genpact Centre for Women’s Leadership, 50% of working women in India leave their jobs to take care of their children at the age of 30.
A survey by JobsForHer revealed that 38% of Indian women quit their jobs after having a child, and among those who return, 48% experience bias during the hiring process.
The World Bank reports that India’s female labor force participation rate has declined from 30.27% in 1990 to 20.79% in 2019, despite rising education levels among women.

Global Comparison

While returning to work after maternity leave poses challenges globally, the situation in India is particularly acute:

In the United States, 82% of mothers return to work within a year of giving birth, compared to only 27% in India (Harvard Business Review, 2018).
Nordic countries like Sweden and Norway have some of the highest rates of mothers returning to work, supported by generous parental leave policies and cultural acceptance of working mothers.

Key Factors Contributing to the ‘Fresher’ Treatment

Cultural Expectations of Motherhood: In India, there’s a deeply ingrained belief that a mother’s primary role should be caregiving. This cultural norm often leads to skepticism about a woman’s commitment to her career post-motherhood.
Workplace Biases and Stereotypes: Unconscious biases about working mothers’ productivity, availability, and career ambitions persist in many organizations.
Lack of Supportive Policies: While legal provisions exist, many companies lack comprehensive policies to support returning mothers, such as flexible work arrangements or phased return-to-work programs.
Skills Gap Perception: Rapid technological advancements and evolving business practices can create a perceived skills gap for women who have been on extended leave.
Organizational Inertia: Many companies find it easier to treat returning mothers as new employees rather than investing in their reintegration and growth.

Understanding these factors is crucial for addressing the root causes of the ‘fresher’ treatment and developing effective solutions.

The Legal Landscape: Maternity Benefits in India

Overview of the Maternity Benefit (Amendment) Act, 2017

India has made significant strides in protecting the rights of working mothers through legislation. The Maternity Benefit (Amendment) Act, 2017, stands as a landmark reform in this regard.

Key Provisions and Their Impact

Extended Maternity Leave: The Act increased paid maternity leave from 12 weeks to 26 weeks for the first two children. This places India among the countries with the most generous maternity leave policies globally.
Leave for Adoptive and Commissioning Mothers: The Act introduced 12 weeks of paid leave for mothers adopting a child below three months of age and for commissioning mothers (in case of surrogacy).
Work from Home Option: It provides for a “work from home” option that can be exercised after the paid leave period, based on the nature of work and agreement with the employer.
Crèche Facility: Organizations with 50 or more employees are mandated to provide crèche facilities, either on-premises or within a prescribed distance.
Awareness: Employers are required to educate women about the maternity benefits available to them at the time of their appointment.

These provisions aim to support women in balancing their professional and maternal responsibilities, thereby encouraging their return to the workforce.

Gaps in Implementation and Enforcement

Despite the progressive nature of the Act, several challenges persist in its implementation:

Many small and medium enterprises find it financially challenging to provide extended paid leave.
The informal sector, which employs a significant portion of India’s female workforce, remains largely unregulated.
Enforcement mechanisms are often weak, leading to non-compliance without consequences.
The Act has been criticized for potentially making employers reluctant to hire women of childbearing age due to increased costs.

Comparison with International Maternity Leave Policies

India’s 26-week paid maternity leave compares favorably with many countries:

United States: No federal law mandating paid maternity leave
United Kingdom: 52 weeks of maternity leave, with the first 39 weeks paid
Canada: Up to 18 months of leave, with 15 weeks of maternity benefits
Sweden: 480 days of paid parental leave, with 90 days reserved for each parent

While India’s policy duration is competitive, the level of wage replacement and coverage across sectors lag behind many developed nations.

Challenges Faced by Returning Mothers

Returning to work after maternity leave is a complex transition fraught with various challenges. Understanding these hurdles is crucial for developing effective strategies to overcome them.

Skill Gap and Technological Advancements

In today’s rapidly evolving work environment, even a year away can result in a significant skills gap:

New software and tools may have been implemented
Industry trends and best practices might have shifted
Team dynamics and project management approaches could have changed

This perceived or real skills gap often contributes to the ‘fresher’ treatment, as managers may hesitate to assign complex tasks to returning mothers.

Reduced Networking Opportunities

Being away from the workplace means missing out on:

Informal interactions that build rapport with colleagues and superiors
Opportunities to showcase skills and take on new responsibilities
Industry events and conferences that facilitate professional growth

This reduced visibility can impact career progression and reinforce the ‘fresher’ perception.

Work-Life Balance Struggles

Balancing the demands of a career with the responsibilities of motherhood is perhaps the most significant challenge:

Managing childcare arrangements and emergencies
Coping with sleep deprivation and increased stress
Dealing with guilt about time spent away from the child
Meeting work deadlines while handling domestic responsibilities

These struggles can affect performance and reinforce stereotypes about working mothers’ commitment.

Confidence Issues and Imposter Syndrome

Many women report a dip in confidence upon returning to work:

Feeling out of touch with workplace dynamics
Doubting their ability to perform at pre-maternity levels
Experiencing imposter syndrome, especially if treated as a ‘fresher’

This lack of confidence can be self-fulfilling, leading to reduced participation and initiative-taking.

Bias in Performance Evaluations and Promotions

Returning mothers often face both conscious and unconscious bias:

Assumptions about availability for travel or long hours
Perceptions of reduced commitment to career growth
Exclusion from high-visibility projects or client-facing roles

These biases can result in lower performance ratings and missed promotion opportunities, further entrenching the ‘fresher’ treatment.

The Organizational Perspective

To address the ‘fresher’ treatment effectively, it’s crucial to understand the organizational perspective. Companies face several considerations when it comes to managing returning mothers:

Cost Implications of Extended Maternity Leave

The financial impact of maternity leave on organizations includes:

Salary costs during the leave period
Expenses related to hiring temporary replacements
Potential productivity dips during transition periods

For small and medium enterprises, these costs can be particularly challenging to absorb.

Concerns about Productivity and Commitment

Employers often harbor concerns, whether justified or not, about:

The ability of returning mothers to maintain pre-leave productivity levels
Potential increase in absenteeism due to childcare responsibilities
Long-term career aspirations and commitment to the organization

These concerns can lead to a cautious approach in assigning responsibilities, inadvertently contributing to the ‘fresher’ treatment.

Lack of Structured Re-entry Programs

Many organizations in India lack formal programs to support returning mothers:

Absence of phased return-to-work options
Limited flexibility in work arrangements
Inadequate support for skill updates and reintegration

Without structured support, the transition back to work becomes more challenging for both the employee and the organization.

Success Stories of Companies with Supportive Policies

Despite these challenges, several companies in India have implemented successful policies to support returning mothers:

Case Study: Hindustan Unilever Limited (HUL)

HUL’s “Career by Choice” program offers:

Flexible work options, including part-time and work-from-home arrangements
A phased return-to-work over 3-6 months
Mentorship programs pairing returning mothers with senior leaders
On-site crèche facilities

Result: HUL reports a 90% retention rate for women returning from maternity leave.

Case Study: Accenture India

Accenture’s initiatives include:

Up to one year of unpaid leave in addition to paid maternity leave
A “Hours That Help” program allowing flexible work hours
Technology support for remote working
Career counseling and upskilling programs for returning mothers

Result: Accenture has seen a significant increase in the number of women in leadership positions.

These success stories demonstrate that with the right policies and cultural shift, organizations can successfully retain and nurture talent returning from maternity leave.

Strategies for Successful Reintegration

For women facing the ‘fresher’ treatment, proactive strategies can make a significant difference in their successful return to work.

Preparing for the Return to Work

1. Staying Updated During Leave

Subscribe to industry newsletters and publications
Follow key thought leaders and companies on social media
Participate in online courses or webinars in your field

2. Networking and Maintaining Professional Connections

Keep in touch with colleagues and superiors through occasional emails or coffee meetings
Attend industry events or company functions when possible
Engage with professional groups on LinkedIn or other platforms

3. Skill Enhancement and Online Courses

Identify key skills that may need updating
Enroll in online courses or certifications relevant to your field
Practice new skills through personal projects or volunteering

Negotiating Flexible Work Arrangements

Research company policies and industry best practices
Prepare a proposal outlining how flexible arrangements can benefit both you and the organization
Be open to compromise and phased implementation of flexible options

Building a Support System at Home and Work

Discuss expectations and responsibilities with your partner and family members
Identify reliable childcare options
Connect with other working parents in your organization for mutual support
Seek out a mentor who can provide guidance on navigating work-life balance

Effective Communication with Employers and Colleagues

Schedule a meeting with your manager before returning to discuss expectations and goals
Be transparent about your needs while emphasizing your commitment to your role
Regularly communicate your progress and achievements
Address any concerns or challenges proactively

Changing the Narrative: Empowering Returning Mothers

Shifting from a deficit mindset to one that recognizes the unique value returning mothers bring to the workplace is crucial for combating the ‘fresher’ treatment.

Highlighting the Unique Skills Gained Through Motherhood

Motherhood develops numerous skills valuable in the professional world:

Multitasking and prioritization
Crisis management and problem-solving
Emotional intelligence and patience
Time management and efficiency
Leadership and mentoring abilities

Recognizing and articulating these skills can help returning mothers position themselves as assets rather than liabilities.

Assertiveness Training and Self-Advocacy

Practice articulating your value and achievements confidently
Learn to negotiate effectively for opportunities and resources
Set clear boundaries and communicate your needs assertively
Challenge unfair treatment or assumptions diplomatically but firmly

Mentorship and Sponsorship Programs

Seek out mentors who can provide guidance and support
Look for sponsors within your organization who can advocate for your career advancement
Consider becoming a mentor to other women, which can boost your own leadership skills and visibility

Creating and Joining Professional Networks for Working Mothers

Join or create employee resource groups focused on working parents
Participate in industry-specific networks for women professionals
Engage with online communities that provide support and resources for working mothers

By taking these proactive steps, returning mothers can challenge the ‘fresher’ perception and reassert their professional identity.

The Role of Employers in Facilitating Smooth Transitions

Organizations play a crucial role in ensuring the successful reintegration of returning mothers. Here are key strategies employers can implement:

Implementing Comprehensive Return-to-Work Programs

Develop a structured program that begins before the employee goes on leave and continues after their return
Offer gradual return-to-work options, such as part-time hours or job-sharing for the first few months
Provide refresher training on new technologies or processes implemented during the leave period
Assign a ‘buddy’ or mentor to help the returning employee reintegrate into the team

Providing Ongoing Support and Resources

Offer access to counseling services to address mental health and work-life balance challenges
Provide parenting support resources, such as lactation rooms and information on childcare options
Implement employee assistance programs that cater to the unique needs of working parents
Create networking opportunities specifically for returning parents

Training Managers and Teams on Unconscious Bias

Conduct regular unconscious bias training for all employees, with a focus on biases related to working parents
Educate managers on the value of diversity and the importance of supporting returning mothers
Provide tools and guidelines for fair performance evaluations that focus on output rather than face time
Encourage open discussions about work-life integration and its challenges

Fostering an Inclusive Work Culture

Celebrate the return of employees from parental leave as a positive event
Showcase success stories of employees who have successfully balanced parenthood and career growth
Encourage senior leaders to model work-life balance and support for working parents
Create policies that support all employees in managing work-life responsibilities, not just parents

Case Study: IBM India’s ‘Bring Her Back’ Program

IBM India launched the ‘Bring Her Back’ program to re-engage with women who had taken career breaks:

Offers flexible work options and mentoring support
Provides technology and domain-specific training to bridge any skills gaps
Creates a supportive peer network for returning professionals

Result: The program has successfully brought numerous experienced women professionals back into the workforce, enhancing IBM’s diversity and talent pool.

By implementing these strategies, employers can create an environment where returning mothers feel valued, supported, and empowered to continue their career growth.

Government Initiatives

While organizational efforts are crucial, government policies play a vital role in creating a supportive ecosystem for working mothers. Let’s explore current initiatives and potential areas for improvement.

Current Government Schemes Supporting Working Mothers

Pradhan Mantri Matru Vandana Yojana (PMMVY): Provides partial compensation for wage loss in the form of cash incentives to pregnant women and lactating mothers.
National Crèche Scheme: Aims to provide daycare facilities for children of working mothers in the community.
Rashtriya Mahila Kosh (RMK): Extends micro-credit to poor women for various livelihood support and income-generating activities.
Support to Training and Employment Programme for Women (STEP): Aims to provide skills that give employability to women.

Role of Public-Private Partnerships in Driving Change

Skill Development Initiatives: Collaborate with private sector companies to develop and deliver targeted upskilling programs for women returning to work.
Mentorship Networks: Create a national mentorship program connecting experienced professionals with returning mothers, leveraging both public and private sector expertise.
Awareness Campaigns: Partner with media and corporations to run campaigns highlighting the value of working mothers and challenging societal stereotypes.
Research and Data Collection: Collaborate with academic institutions and companies to gather comprehensive data on the challenges and economic impact of the ‘fresher’ treatment.

Learning from Successful International Policies

Sweden’s Shared Parental Leave: Implement a similar model where a portion of parental leave is reserved for each parent, encouraging shared responsibility.
Germany’s “Return to Work” Program: Adapt Germany’s successful initiative that provides coaching, training, and part-time work options for returning parents.
Japan’s “Womenomics” Strategy: Draw inspiration from Japan’s comprehensive approach to increasing women’s workforce participation, including targets for women in leadership positions.
New Zealand’s “Keeping in Touch” Days: Introduce paid days during parental leave where employees can work without losing their leave entitlements, helping them stay connected to the workplace.

By implementing these policies and learning from global best practices, India can create a more supportive environment for working mothers and address the ‘fresher’ treatment phenomenon more effectively.

Common Challenges and Solutions

Returning mothers face various challenges in their professional reintegration. Here are some common issues and practical solutions:

Challenge: Outdated Skills

Solution: Continuous Learning and Upskilling Programs

Implement a “Return to Work” program focusing on technology and industry updates
Offer online learning platforms subscriptions to employees on leave
Create micro-learning modules for quick skill refreshers

Challenge: Lack of Childcare Support

Solution: On-site Crèches and Childcare Subsidies

Establish on-site or near-site childcare facilities
Partner with reputable childcare providers to offer discounted services
Provide childcare allowances or flexible spending accounts for childcare expenses

Challenge: Reduced Visibility in the Workplace

Solution: Structured Check-ins and Performance Reviews

Implement regular check-ins with returning employees to discuss progress and challenges
Ensure fair performance evaluation systems that focus on output rather than face time
Create opportunities for returning mothers to present their work or lead projects

Challenge: Discrimination in Project Assignments

Solution: Implementing Fair Allocation Systems and Bias Training

Develop a transparent system for project assignments based on skills and experience
Conduct regular unconscious bias training for all managers and team leaders
Implement a review process for project allocations to ensure fairness

Best Practices for Returning Mothers

Setting Realistic Expectations and Goals

Acknowledge that the transition back to work takes time
Set incremental goals for the first few months of return
Communicate openly with your manager about your objectives and potential challenges

Effective Time Management Techniques

Use time-blocking techniques to balance work tasks and personal responsibilities
Leverage productivity tools and apps to streamline workflows
Prioritize tasks based on importance and urgency, learning to say no when necessary

Self-care and Stress Management Strategies

Practice mindfulness or meditation to manage stress
Maintain a regular exercise routine, even if it’s just short walks
Ensure adequate sleep and nutrition to support overall well-being
Set boundaries between work and personal time to avoid burnout

Building a Personal Brand and Professional Identity

Update your professional profiles to reflect new skills and perspectives gained
Engage in thought leadership by writing articles or speaking at industry events
Network strategically within and outside your organization
Seek opportunities to mentor others, establishing yourself as a leader

Future Trends in Supporting Working Mothers

As we look ahead, several trends are emerging that could significantly impact the experience of working mothers in India:

Rise of Remote and Hybrid Work Models

The COVID-19 pandemic has accelerated the adoption of remote work, which could benefit working mothers:

Increased flexibility in work hours and location
Reduced commute time, allowing for better work-life integration
Potential for more equitable division of household responsibilities

However, organizations need to ensure that remote workers, especially mothers, are not overlooked for promotions or important projects.

Increased Focus on Diversity, Equity, and Inclusion (DEI)

Companies are recognizing the business benefits of diverse teams:

More organizations implementing comprehensive DEI strategies
Growing emphasis on representation of women, including mothers, in leadership roles
Increased accountability through diversity metrics and reporting

This trend could lead to more supportive policies and practices for working mothers.

Technological Advancements Facilitating Work-Life Integration

Emerging technologies are making it easier to balance work and family responsibilities:

AI-powered tools for task management and productivity
Virtual reality for remote collaboration, reducing the need for physical presence
Advanced communication platforms enabling seamless remote work

Shifting Societal Attitudes Towards Working Mothers

Gradual changes in societal norms and expectations are occurring:

Increasing acceptance of shared parental responsibilities
Growing recognition of the economic value of women’s workforce participation
More visible role models of successful working mothers in media and leadership positions

These shifts, while slow, are crucial for challenging the ‘fresher’ treatment mentality.

Conclusion

The ‘fresher’ treatment of Indian mothers returning from maternity leave is a complex issue rooted in cultural norms, organizational practices, and policy gaps. However, as we’ve explored in this post, there are numerous strategies and solutions available to address this challenge.

Key takeaways include:

The importance of comprehensive legal frameworks and their effective implementation
The crucial role of organizations in creating supportive work environments
The power of individual strategies for successful reintegration
The potential of emerging trends to reshape the landscape for working mothers

Addressing the ‘fresher’ treatment is not just a matter of fairness; it’s an economic imperative. By fully leveraging the talents and experiences of returning mothers, India can boost its economic growth and create a more equitable society.

As we move forward, it’s crucial for all stakeholders – government, employers, colleagues, and society at large – to play their part in creating an environment where motherhood and career growth are not mutually exclusive.

To the returning mothers reading this: Your journey may be challenging, but remember that your experiences have made you more resilient, empathetic, and skilled. You bring unique value to your workplace. Stand tall, advocate for yourself, and know that your success paves the way for future generations of working mothers.

To employers: Embracing and supporting returning mothers is not just the right thing to do; it’s a smart business decision. The diverse perspectives and skills these women bring can drive innovation and improve your bottom line.

To policymakers: Continue to refine and strengthen legislation to protect and support working mothers. Look to successful international models for inspiration and adapt them to the Indian context.

Together, we can break the glass ceiling and ensure that no mother is treated as a ‘fresher’ simply for embracing parenthood. The future of work is inclusive, and it starts with valuing every employee’s journey – including the transformative experience of motherhood.