Motherhood Transcends Career Hazards; It Embodies A Superhuman Ability
A New Perspective: Harnessing the Power of Motherhood in Business
In our fast-paced world, businesses are all about disruption. But nothing is more disruptive than becoming a mother - especially for women.
Take the case of my wife, a dedicated educator with the same drive and determination as me in my tech ventures. She built her career with tenacity, only to find her trajectory stalling when she decided to concentrate on our family. Six years later, she's still fighting to regain the momentum she lost, not due to lack of ambition or talent, but because of the systemic barriers to re-entry that new parents face. This isn't just a personal story; it's a clear indication of a flawed system that needs to change.
Debunking the Myth of "Bouncing Back"
I've witnessed firsthand the challenges of returning to work as a mother.
• Physically: Mothers are expected to return before their bodies have recovered from childbirth. The U.S., sadly, is one of the few developed nations without mandatory paid maternity leave, forcing women to return to work while managing new sleep patterns, postpartum recovery, and, in some cases, healing from C-section surgery.
• Mentally: The cognitive load of parenting is immense. I've seen my wife juggle school pickups, pediatrician appointments, behavioral assessments, and lesson planning – all while trying to rebuild her career that was put on hold. Ironically, I’ve never been asked about how I’ll balance it all.
• Professionally: The so-called "motherhood penalty" is real. Studies from Cornell University and Auckland University show that mothers are half as likely to be called back for jobs as non-mothers. And the gap only widens over time – because while men are often rewarded for having families ("provider" bias), women are penalized for the same choice.
I never missed an opportunity when we had kids. I never had to explain employment gaps. My wife did.
Fatherhood hadn't made me a better employee, Motherhood made my wife a better leader
One of the biggest lies in corporate culture is that mothers return to work weaker, distracted, or less committed. The truth is, they come back stronger, faster, and with sharper instincts than ever before.
I've seen this up close:
• Mothers move faster. My wife doesn't have time for bureaucracy, unnecessary meetings, or endless deliberation. She makes decisions with the precision of a seasoned strategist, focusing on outcomes.
• They filter out the noise. There’s no patience for empty talk, performing busyness, or futile power games. She sees through the facade quicker than anyone I know.
• They problem-solve like a SWAT team. When you spend years juggling sleepless nights, toddler meltdowns, school schedules, and medical emergencies, handling high-stakes meetings or last-minute deadlines is nothing more than a typical Tuesday.
Yet, the workplace refuses to acknowledge the benefits of motherhood in leadership roles.
We need to stop working like men; we need workplaces that recognize the value of parenting
The industry continues to define success by those who stay the latest, log the most hours, and shout the loudest. This outdated definition of leadership is exclusionary and, quite frankly, inefficient.
The truth is, we don't need working mothers to mimic men. We need workplaces that recognize the skills acquired through parenthood – leadership, resilience, adaptability – as exactly what businesses need in leadership.
Change is Necessary
For companies that want to retain and promote working mothers, here's where to start:
• Stop asking women how they'll "balance it all." If you’re not asking fathers this question, you shouldn’t be asking mothers.
• Redefine leadership. A mother leaving at 5 p.m. for childcare isn't less committed than someone staying late. Leadership isn’t about hours logged; it's about results.
• Stop penalizing career gaps. Time spent raising children isn't lost time. It's time spent developing the exact skillset that makes people better leaders.
• Give real flexibility. Remote work, flexible hours, and output-based performance evaluations shouldn't be seen as special accommodations. They should be standard business practice.
By implementing these changes, workplaces can attract, retain, and benefit from the unique talents and resilience of working mothers, elevating their organizations as a whole.
Are you an industry executive seeking to leverage the power of motherhood in business? Forbes Agency Council is an exclusive community for innovative thought leaders ready to challenge the status quo. Are you among them?
- In the fast-paced world of business, a businesswoman's return after maternity leave can be as disruptive as becoming a mother, impacting her career trajectory. Postpartum assessments and physical recovery often hinder her ability to work optimally, yet she must balance school pickups, pediatrician appointments, and lesson planning.
- Motherhood, instead of weakening a leader, enhances a woman's ability to make swift decisions, filter out distractions, and solve problems efficiently. A mother's leadership skills, honed through parenthood, are essential for success in business but are often overlooked in traditional corporate environments.
- Forward-thinking businesses can capitalize on the unique talents of working mothers by eliminating the bias against career gaps, redefining leadership based on results rather than hours worked, and offering genuine flexibility in work arrangements. By fostering an environment that encourages the participation of working mothers, companies can achieve greater success and foster a more inclusive corporate culture.
