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Introduction
One of the biggest problem bothering the world organizations, corporates, working groups and activists working for women empowerment and women rights is the disproportionate representation of women in the workforce. The maternal wall and misogynistic mob are ‘the normal’ that defines today’s workplace. A closure look into the problem reveals that the under representation is not an outcome of lack of promotion of women but attrition.
Motherhood is a major reason that has significantly contributed towards women quitting their careers midway. 43% of highly qualified women with children are leaving careers or off-ramping for a period of time (Lean In , Page 98). The little progress that had happened over these years have been offset by the pandemic. Covid 19 has intensified work, childcare and housework pressures and women are buckling under the burden of unpaid care. As a result of these dynamics, 1 in 4 women are contemplating what many would have considered unthinkable less than a year ago: downshifting their careers or leaving the workforce according to a recent report by McKinsey and leanIn¹.
One in five working-age adults is unemployed because Covid-19 upended their child care arrangements, according to new research from the Census Bureau and the Federal Reserve. And of those not working, women are nearly three times more likely than men to remain home for the kids. About one in three (32.1%) of these women are not working because of childcare, compared to 12.1% of men in the same age group².
In 2015, estimates for 51 countries showed that 45.8 percent of mothers of young children (i.e. aged 0–5 years) were in employment compared to 53.2 percent of women without children of that age. This suggests the existence of a motherhood employment penalty. This penalty has worsened compared both to women without young children, whose employment rates have grown much faster, and to fathers. Mothers of young children also experience a motherhood leadership penalty. They have the lowest participation rates in managerial and leadership positions (only 25.1 percent of managers with children under six years of age are women) compared with their male counterparts (74.9 percent of managers with children under six years of age are men). However, where men share unpaid care work more equally with women, more women are found in managerial positions³.
The problem is so obvious that you would barely need so much data to back it up. It’s a problem that every woman in the reproductive age will encounter inevitably. But here is an action plan for women to avoid getting sucked into the problem and not adding up to the postpartum depression. These strategies will help ease up your return into the corporate jungle and insure you against the collateral damage of a crumbling professional life.
ENROLL IN A COURSE
There is always a buyer for talent and know-how. Amidst the chaos of preparing for a new life and eventually adapting to it, it’s rather easy to lose track of your professional aspirations. This is where most women go wrong. Most treat a temporary leave as a full time career break. I am not trying to be too critical but that’s the harsh reality. You gotta stay in the league. People should remember you because…“out of sight, out of mind.” I learned it the hard way.
You need to be constantly in touch with your industry and stay upbeat and updated. This is the best time! Research and find out the best courses that will help you upgrade your know-how, hone your skills and move up the hierarchy. Take a certification. This not only builds your resume but your perceived value. Back from maternity you are now a contributor rather than a liability. I have known women who have taken up internships during their pregnancies to acquire work experience in a new role or industry. People go that far! How far are you willing to go is the decision you gotta take.
MAKE NEW CONNECTIONS
Most women turn on their zen mode of operating the moment they are off on maternity leave. Most calls end up in the voice mail, emails go to junk and an increasing love for PJ’s. Well resting and work life balance is of utmost importance during these times however connecting with people takes the least effort unless you are a hardcore introvert or your pesky hormones are making you oscillate between pure joy and utter despair.
Most mid-level managers often miss out on significant events, sales conferences and fail to make important connections in the industry for being the number cruncher and delivering important assignments. It’s always their bosses who reap the reward. This is the time.
Networking events are the best grounds to hunt your future employer or be the name in the industry. Nominate yourself for the half day event and insist on joining your superior since you are not attending work full-time. Offer your services!
OPT FOR WORK FROM HOME
I know what you are thinking. Nah, I ain’t another workaholic neither I intend to turn you into one. One thing that this pandemic has taught us is to multitask more strategically and manage both personal and professional lives from the comfort of our homes. Exactly what I want you do during the maternity period. Take small assignments and not the full responsibility. Try to extend help. Chalk out a portion of the day reply to those emails, put the numbers on that excel sheet or may be prepare that presentation while lying comfortably on that warm bed. Try to keep in touch with the ongoing projects rather than being a total newbie in the old place after you join back post maternity leave. By the way, women were always good at multitasking. Now we are talking!
BUILD YOUR PERSONAL BRAND
Most women are left with no better option than to quit because they never realized the value of their personal brands and never thought about accelerating their perceived value. Most women even now don’t think beyond their resumes. Several women in the #believers community and women that I meet at events ask me numerous questions about personal branding and one question that’s very common is “Where do we begin?”
Your brand is who you are. Your interests, your abilities, your unique talents are more than the two pages in your resume. Begin by working on yourself. Know who you are and what makes you different from the crowd and stick to that. Once you are done with that show it to the world!!
May be what you have has nothing to do with your existing role at work but regardless it’s a part of your identity and who you are. You are beyond your job. More and abundant! Work on that!
START A SIDE HUSTLE
A side hustle not only insures your financial well-being but is a great way to utilize your efforts building something that you can call your own. Whether you are happy with your existing role or not it always pays to have a second job to fall back on. Trust me there is no better time to start this. Whether it’s a coaching business or a PR agency or a restaurant you wanted to start, this is the time. You will have the most important resource in abundance and it’s called ‘time’. Use this in building your own empire!
These insider tips are real life experiences and thus they are actionable. Maternity leave is a great time to realign your personal and professional lives. There is much more than just organizing your fitness regime and a keto diet. This is the time when you plan the next phase of your career (your next venture, your next job change, your next promotion) and insure against midlife crisis. Women it’s time you live up to your power!!
ADDITIONAL RESOURCES:
1. https://wiwreport.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf
