Motherhood Vs Career: The Bias Women Face

Despite decades of progress, women—especially mothers—continue to face silent barriers that derail their careers. It’s not always glass ceilings. Sometimes, it’s terms such as "working mothers" that go against them in the journey of life.

Let's see why.

How Parenthood Impacts Career Progression

Becoming a mother shouldn’t mean becoming invisible at work. Yet many women experience a drop in opportunities, responsibilities, and even credibility once they return from maternity leave. According to research, mothers are often seen as less committed or competent—even when their performance doesn’t change. But this is what the maternal wall bias does.

Real-life example? Meet Reshma Saujani, founder of Girls Who Code. A mother and advocate for working women, she openly discusses how motherhood made her stronger, not less capable. Her career growth didn’t just survive—it scaled after having children.

The Pay Gap Effect 

The gender pay gap isn’t just about a few cents. It’s a ripple effect caused by early disparities, unpaid labor, and a culture that often ties raises to previous salaries rather than actual value. When women take breaks for childcare, they're penalized again with lower pay upon re-entry.

Carmen Perez, a financial expert and founder of Make Real Cents, flipped the script. Despite a modest income early on, she self-taught finance principles broke out of the wage trap, and now teaches women how to reclaim financial power, proving that transparency and financial literacy can be revolutionary.

The Scarcity Mindset – Why Workplace Opportunities Feel Limited

Many women are unconsciously pitted against each other, battling for the “one seat at the table.” This scarcity mindset is rooted in a history where leadership opportunities for women were few and far between. It creates competition instead of community.

But people like Bozoma Saint John, former CMO at Netflix, challenge this narrative. She advocates openly for lifting as you climb, encouraging women to support—not fear—each other’s rise. Her bold, unapologetic presence has turned heads and opened doors for others.

So, What Can Be Done?

• Normalize flexibility – Respect boundaries between work and motherhood.

• Ban salary history in hiring – Pay based on role and value, not past.

• Promote mentorship – One woman’s experience can be another’s breakthrough.

• Redefine leadership – Create models that embrace empathy, not penalize it.

All these underrated success stories are proof that women are capable and with the right skill set, they can climb any ladder set in front of them. When we break these biases, we build something better—not just for women, but for future generations of leaders who won’t have to choose between mom and manager. 

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