When conversations about women representation in the workforce come up, maternity leave and related challenges is always a point of contention. However, the real challenge is not the leave itself, but the noise and clutter around it. Streamlining the entire journey and experience, from pregnancy to reintegration into the workplace, determines whether women remain, prosper, or quietly depart.

According to the Marching Sheep Inclusion Index 2025, 63% of listed Indian companies do not have women in Key Managerial Positions (KMP). Representation thins out as roles become senior. Another stark reality: multiple studies show that nearly 46% of women in India drop out of the workforce within two years of maternity. Motherhood is still among the largest reasons why women drop off the corporate ladder. These statistics are important because they identify where the talent pipeline starts thinning.

The pressures new mothers face

To really understand why so many women step away from work after motherhood, we have to peel back the layers of pressure they carry every single day.

Family expectations: In most households, it’s still presumed that caregiving is a woman’s natural responsibility. Even if both parents are   employed, majority of the household chores and caregiving usually fall on the mother. Extended families, though supportive in many ways,  can sometimes perpetuate the gender norms: “The child needs the mother more.” Societal norms: The stereotype of a good mother is too often defined as one who is always available for the child and takes care of nutrition, academics, hobbies, and everything.
Anything less leads to guilt, feeling inadequate.
Pursuing professional goals with full focus after childbirth seems like an uphill task. Whether or not openly criticised, new mothers find themselves constantly defending their choices, to neighbours, relatives, even friends.
Struggles within: In addition to what others may want, there is also the inner struggle.Long sleepless nights, physical fatigue, and the bouts of emotions that accompany motherhood make new mothers question themselves. Most question: “Am I selfish in prioritising my career? Will my child suffer?” Guilt and self-doubt becomes a constant companions.
Organisational systems: Then there’s the workplace. Coming back to work after maternity leave is supposed to be like homecoming, but it feels more like entering a war zone.Inflexible policies, no work flexibility, no access to childcare and sometimes even apathy from managers and team seems like being alone.
True, the mother has been away for six months or more, and the team would have shared the extra workload and they would have waited for her to return, but now that she is back,what next? The truth is, women don’t drop out because they can’t cope. They drop out because the world around them makes it far harder than it should be.
The ripple effect of dropouts
The impact of working women exiting workplaces is not invisible.
• For organisations: Trained talent is lost, business continuity suffers, and replacement costs add up. A Deloitte report estimated that replacing a mid-level employee costs anywhere between 150–200% of their annual salary. Culture also takes a hit when women disappear from leadership pipelines.
• For the economy: India’s female labour force participation rate is about 37% in 2024 (PLFS data), one of the lowest among emerging economies. If women participated at the same rate as men, India’s GDP could rise by nearly 27% (McKinsey Global Institute). Dropouts stall this growth.
• For society: Every time a mother leaves the workforce, stereotypes about women not lasting long in careers get reinforced. This slows down progress on gender parity.Even international research points to the same trends. It is estimated that by 2023, 40% women will either be single or choose not to have children. In India, with increasing number of women delaying to get married or even putting off marriage or having children at an older age, the demand for greater workplace support becomes even more pressing.
What organisations can control
It is true that companies cannot rewrite family dynamics or erase social expectations overnight. But they do have a circle of control and that is where the biggest difference can be made.
Organisations can:
• Shape policies and practices that go beyond statutory maternity leave.
• Train and sensitise managers to respond with empathy when a woman announces her pregnancy and returns from maternity leave.
• Create systems that enable women to transition back without penalty on role, increments or bonuses.
When companies proactively manage this integration, the impact does not remain confined to the office. It sends a signal to families, to society, and to young women entering the workforce that careers and motherhood can co-exist.

 

Handling the journey not just the leave

The return to work is not a single event. It is a journey that begins the day a woman shares her pregnancy news and continues until she feels fully integrated again.
• The moment of disclosure matters: If the manager reacts with worry or disappointment,women tend to hide or delay the news. This creates fear and uncertainty about the future role and career. A response rooted in curiosity, empathy and reassurance sets a different
tone.
• Policy support is critical: Flexible hours, phased return options, childcare facilities, and support for remote work help women transition at their own pace without impacting role, deliverables and accountability.
• Addressing the emotional layer: Many women experience imposter syndrome “Am I good enough anymore?” Coaching, counselling, and peer support groups can help deal with this emotional turmoil.
• Active listening: HR and managers must tune in to subtle signals of distress.Withdrawal, hesitation, or declining participation in meetings are clear signals of waning engagement and need to be addressed.
• Role models matter: Women who see seniors balancing motherhood and leadership are more likely to believe that their own careers are sustainable.

When organisations view maternity as a complete journey from pregnancy to reintegration they retain not just employees, but also their trust.

A long-term view
Reintegration is not just a good-to-have. It directly impacts:
Retention: When women feel seen and supported, and set up for success after maternity,they stay. They grow professionally and climb ladders instead of stepping away from them.

Productivity: A mother who returns to a workplace that offers flexibility and trust brings with her an incredible sense of focus and resilience. With the appropriate systems in place, a mother doesn’t merely come back, she flourishes.

Profitability: According to Marching Sheep Inclusion Index 2025 firms with higher women representation in senior positions don’t merely look good on paper, but they actually perform better.

Reputation: How an organisation treats a returning mother during this critical stage becomes part of its brand’s identity. Therefore, the message is clear: A company shouldn’t just hire talent, but must stand by it. That reputation draws in not only women but talent of every gender who value fairness and humanity at work.

Ultimately, the question is simple: Do we want maternity to be the point where careers stagger, or do we want it to be just another phase in a thriving professional journey?India’s workforce cannot afford the loss of talent that happens when mothers leave.Reintegration is not charity, nor is it policy on paper. It is about building a workplace where women do not feel like they are returning after a break because they never truly

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