Couple of years ago, one of my team members’ maternity leave got extended because of a medical complication. By the time she was back, it was appraisal time. I rated her in the top three since she was, well, in the top three of my team for the last four years that she worked here.
I was shocked when the HR rep. told me, confidentially of course, to rate her lower. The logic was, that she had missed out on several projects and the appraisals are based on one’s performance in the last 4 quarters. Since the department has allotted budgets, this way those teammates who had worked hard in the last 4 quarters would get better raise.
This is an MNC , BTW, routinely called one of the best places to work for in the world!! I told the rep. off curtly and lectured her about how it was illegal to discriminate against women because they have been pregnant. I still kick myself for not lodging a formal complaint against the HR rep.
One of my best friends who has spent 18 years in HR in different industries in Mumbai told me that this is not an unusual sentiment.
This incident has stayed with me since it forced me to examine what truly is the cost of motherhood. And I mean the cost in hardcore commercial terms that I have seen in corporate India over the last ten years. I work in an industry that is more liberal than most, has several women in senior positions, by nature encourages freelance options, is dominated by some of the world’s topmost MNCs.
But what I see is nothing short of blatant sexism when it comes to mothers.
A disclaimer : I am talking about upper middle class, educated, urban Indian women who go out to work in organized private workplaces and get paid monthly salaries.
Mothers account for most of the Gender Wage Gap.
The infamous ‘mommy track’ is around us all to see, especially in India.
Since employers believe that mothers do not prioritize their job, mothers are routinely neglected for plum projects. Assignments that are challenging and would ultimately result in promotions/ raises.
Most workplaces do not want to invest in employees who have demanding priorities, like kids.
Mentoring and opportunities that are critical to growth from middle to senior management are rare for women in general, but more so for women with kids.
The invisible social code dictates that women should be happy to have a ‘flexible job’ that allows them to ‘balance’ their family life, mainly kids.
Many women themselves say that they prefer it. But how much of it is ‘choice’?
In absence of real options it seems like a compulsion. If men truly contributed equally to kids’ growth, would mothers hesitate to seek professional growth? (Numbers from truly gender progressive countries like Sweden suggest women continue to grow professionally at all stages thanks to a responsible childcare and social attitudes towards equal parenting.)
This of course means huge gap in the salaries between men and women, typically in their late twenties/ early thirties. This is the time when missus is busy keeping work-life balance for ‘her’ kids, while husband is busy climbing the ladder.
And why don’t as many men want to spend time with their kids? Many of my freelancer colleagues are men, and care for their kids’ daily school-play- classes routine. And I believe them when they say that even on weekends and holidays it is almost always women who ‘choose’ to spend time with kids on activities.
Since men around the world do not have to bother about ‘work-life’ balance, is it any wonder that they get to be the leaders in workplaces??
The increasing gap of salaries between spouses also means that when required, it is the woman who drops off the job market since her husband is making more than her. Not to mention, has a better chance of professional growth in future. So it is always the woman who is stay at home parent, and even if it is her choice, the choice is drafted by the social code.
The cost ( or benefit!!)of motherhood can not be calculated only in terms of money, I understand that. Neither is success in corporate world the only parameter of growth. Hell, success in corporate life has virtually nothing to do with talent , we all know that. We also know the glass ceiling applies to all women, all over the world and not just mothers.
But mothers loose out more if they are ambitious and want to go up the ladder. And let us not talk about a few women who rule the boardrooms. They are exceptions that prove the rule: Corporates care very little to groom and mentor mothers for professional growth.
So I think the next time corporates celebrate mother’s day with silly gift hampers from Body Shop, we should all ask them to shut up and pull themselves really up, heh?