The Hidden Cost: Motherhood in the Modern Workplace

Every year, millions of women graduate from universities across the globe, eager to launch their careers and break into fields where men have long dominated. They’re ambitious, talented, and ready to change the world. But as the years pass, another clock starts ticking, one that has nothing to do with deadlines or promotions: the biological clock.
 

Between the ages of 30 and 40, the pressure to “not miss the window” for motherhood intensifies. Some women freeze their eggs, others postpone having children, sometimes until it’s too late. And while it takes two to make a baby, society still expects only one to choose between motherhood and a professional future.
 

Biologically, yes, women carry the pregnancy. In the early months (and often years), they shoulder most of the caregiving. Yet even after that stage, many women never return to the workforce. Motherhood remains one of the most significant drivers of gender inequality in the labor market. Studies from the World Bank and IMCO reveal a stark reality: After becoming mothers, women frequently face career interruptions, reduced salaries, or stalled professional growth, penalties their male counterparts rarely experience. Globally, over 100 million women with young children are out of the labor force, while only 13 million men in similar situations are. In the United States, although 94% of mothers return to work after parental leave, 36% resign within 18 months, not due to lack of ambition, but because work conditions push them out.

In Mexico, while 38% of senior leadership roles are held by women, only about a quarter of those positions are occupied by mothers with young children, and in executive-level positions, the number drops to just 16%. Meanwhile, men with children hold nearly 75% of those same roles. The message is clear: Motherhood still penalizes women in ways fatherhood never does.

The Fear Factor: Speaking Up Means Missing Out

Pregnant women often hesitate to share their news at work, fearing lost opportunities, missed promotions, or doubts about their commitment. Meanwhile, men who become fathers rarely face such setbacks. In fact, some are even rewarded with raises, under the assumption that their responsibilities and therefore their dedication will grow.
Women’s responsibilities grow, too. That’s why women, even before motherhood, deserve greater benefits and support because that next paycheck might be their last steady income for a while. For many, that income is critical for building an emergency fund or investing in their financial independence. Unfortunately, the system doesn’t see it that way.

Parental Leave, Social Judgment, and the Double Standard

In many countries, maternity leave is a minimum of  three months at best. When women choose not to return, their decision is often judged as lazy or ungrateful, rather than recognized as a complex, personal choice. Fathers, on the other hand, rarely miss a day of work, and their commitment is never questioned.

Some countries grant men two weeks off to “help the mother.” While this time is important for bonding, many don’t use it. Imagine if fathers could take leave later, after the initial months, to provide direct support: picking up the child, taking them to appointments, sharing the load. Yet when a man asks for time off to care for his child, it’s often interpreted as the mother falling short, forcing the father to step in.

After childbirth, women face hormonal, emotional, and financial upheaval. Those who didn’t save or invest beforehand may lose their financial independence. While some can afford to stop working thanks to a supportive partner, this often means giving up decision-making power as well.

In Mexico, 58% of mothers work in the informal economy  without access to maternity benefits, paid leave, or childcare support. Globally, only 25% of senior leadership positions are held by women, and a much smaller fraction by mothers. Despite the fact that 98% of mothers say they want to return to full-time work, only 13% believe it’s realistically possible under current conditions. The result: 4 out of 5 mothers who return to work end up quitting due to lack of flexibility and support.

It’s Not a Lack of Ambition — It’s a Lack of Support

Women are often blamed for not wanting to “grow professionally” or for choosing to stay home with their children. But is it really a free choice? Men never wonder if fatherhood will hurt their careers. Women do, not because they lack ambition, but because they lack support.

When I worked in the corporate world still blind to many of these issues, I met incredibly smart, ambitious women. Some returned to work after becoming mothers, sacrificing everything because remote work wasn’t even an option. Others didn’t return and were criticized as privileged, “kept” women.

But what if we didn’t have to choose? What if we had better conditions, flexibility to work and still be with our kids, contributing according to our capacity at the time? What if couples could take turns, with the mother in the beginning, when she’s most needed, and the father later, when he can step in more?

Once upon a time, child-rearing was communal. Grandmothers fed, uncles taught, neighbors watched over the baby. Today, many mothers are alone even within a relationship. Yes, more men are stepping up, but it’s still not enough.

The Real Choice: Structural Change

Women shouldn’t have to choose between being mothers or professionals. We need structural change: public policies that promote equitable parental leave, accessible childcare, flexible schedules, and workplace cultures that don’t penalize motherhood. Only then will it truly be a matter of choice.

In 2025, motherhood remains a career crossroads for many women but rarely for men. Equality will remain out of reach as long as only half of humanity bears the full cost of becoming a parent.