By Soumyashree Mohanty, Research Associate, CYDA
“Woman denied job for being a mother.” Yes, that was the headline. According to a report published in Business Today, a woman from Delhi applied for a Chief Marketing Officer (CMO) position at a consumer brand. She didn’t get the job-not because of her skills or experience, but because she is a mother.
Rejection in itself isn’t unusual. It happens to all of us in our professional journey. But here, the reason matters. During her interview, instead of asking about her achievements, challenges, or the projects she led, the panel chose to focus on her family and kids. Her identity as a professional was overshadowed by her role as a mother. Sadly, this is not a rare case. If we look closely, we will see countless women paying a heavy price just because they are women.
This is what experts call the Motherhood Penalty-the disadvantages women face in the workplace after becoming mothers. They are often seen as less competent, offered fewer opportunities, and even face wage cuts compared to their peers without children.
A recent survey published in Business Standard revealed that nearly 75% of working mothers reported a career setback of one to two years after returning from maternity leave in the corporate sector. Many also said that maternity leave reduced their pay or pushed them into roles they did not want. Isn’t it hypocrisy that we speak of women’s empowerment and development on one hand, but continue to deny women the platform they deserve? Men are rarely questioned about their family roles, yet women are forced to prove their worth again and again.
The numbers reflect this bias. A study published in The Times of India shows that only 19% of C-suite roles in India are held by women, far below the global average of 30%. On the other hand, research reported in the Economic Times shows that companies with women leaders perform significantly better, with nearly 50% higher profits on average. Yet despite such evidence, 63% of Indian companies still do not have women in key managerial positions.
Why does this gap persist? Because leadership is often tied to qualities like aggression and dominance, traits seen as “masculine.” As a result, women are unfairly judged as less suited for leadership, not because of their abilities, but because of outdated stereotypes.
So, what is next? The easiest way is to create policies and schemes for women. But policies alone do not change reality. They look good on paper, but unless they are implemented with intent and sincerity, they remain hollow promises. Companies and organizations must not just hire women but also give them equal opportunities to grow and lead. If we genuinely want to achieve SDG-5 (Gender Equality), society needs to move beyond token gestures and address the deeper bias that holds women back.
Women do not need sympathy. They need space. They need equal platforms where their skills and talent are valued. Their dedication should be recognized without being overshadowed by questions about family or motherhood.
True equality will exist only when women are not forced to choose between career and family. It will exist when motherhood is no longer treated as a penalty. It will exist when society learns to value competence over stereotypes. Until then, gender equality will remain only on paper, not in real life.
