Redefining the dreaded Career gap: The reality of working motherhood
For a long time now, maternity leave or any length of time taken out of (corporate) work to look after children has been labelled a career break and equates with a gap in one’s resume. Surely, many mothers will agree with me in saying that raising children and looking after their needs is by far not a break in the literal meaning of the term. Taking a gap year to travel the world – that is a career break! And that should not be judged either, right?
For working mothers, navigating the balance between career aspirations and family responsibilities often involves making difficult choices that can result in time off corporate work, aka career gaps. However, rather than viewing these gaps as liabilities, it is time to redefine them as socially and professionally acceptable realities of working motherhood. There is a stringent need in society and the corporate world to shift societal and professional perceptions of career gaps and embrace their value for working mums and businesses alike.
The traditional narrative of uninterrupted career progression fails to acknowledge the unique challenges and sacrifices faced by working mothers. From maternity leave to caregiving responsibilities, working mums often encounter periods of time when their focus is on family rather than career advancement and that is alright. It is essential to recognise and validate these experiences as legitimate parts of ones’s long term career puzzle – they only reflect the complexities of modern motherhood.
More so, it is about time we ditch the 'break' label associated with career gaps that are attributed to childcare. Motherhood is a 24/7 job, especially with young children. I have always wondered why this particular form of time off work has always attracted negative connotations to it. Many women I have met and spoken with on this have confirmed they very much dread having to explain a maternity gap in their CV during a job interview.
Moreover, the longer the gap, the more daunting is the prospect of having to explain it and the more hopeless is the outcome of a job offer. Furthermore, research shows that career gaps significantly impact working mothers, since they often lead to an increased likelihood of leaving employment post-motherhood, as well as wage decreases and a persistent wage gap. Society's expectations of continuous employment and linear career trajectories contribute to the stigma and stereotypes surrounding career gaps. Working mothers may fear judgment or discrimination when explaining gaps in their resumes or discussing their caregiving responsibilities. Let us challenge these stereotypes, shall we?
Maternity leave is a job and a most challenging one
Maternity leave is not a walk in the park. It is a job – a 24/7, unpaid, immeasurable and mostly un-appreciated job that nothing can prepare you for, no matter how much much you read or hear about it. Taking care of children consumes you in a way no other job does and yet it is not socially perceived as an actual job but as a 'natural' calling for women. I would disagree – none of it comes naturally except, one would argue, the intrinsic love and sense of responsibility you feel for your own flesh and blood. The rest is all about learning on the go, adjusting to new circumstances and gradually getting better at the tasks at hand - very much the same as in any job.
This time often proves to be the most difficult and challenging for parents but also one of fast and multi-faceted personal and emotional development. I believe this development and the skillset that comes with it count as both life and work experience and have a lot to add to a person's profile – from problem-solving and multitasking to adaptability and resilience, organisation and prioritisation skills, team work, negotiation and compromise, among others - the challenges of motherhood cultivate a diverse skill set that is highly relevant in the workplace. No one knows how to truly negotiate until they try to do it with a screaming toddler!
Jokes aside, none of the above skills are put down on a resume to account for the development achieved during such a challenging gap. Why? Mostly because society does not perceive this as 'work experience' or perhaps because not enough people have done it yet? I think it would be a great social experiment to try it out: list your maternity leave, however long as 'working motherhood' on your CV and list all of the skills you have learned during this time. You may even be pleasantly surprised to see you end up with more bullet points under the skills section than in your other work experience summaries. This is such a simple, yet powerful idea – let us ditch the false 'break' label and call any childcare-related time out of the traditional career path 'working motherhood' and attribute it the importance it deserves as part of our personal growth. Rather than viewing career gaps as periods of stagnation, women and men alike should highlight the valuable skills and experiences gained during these times. Through a process of reframing career gaps as opportunities for growth and development, working mums can position themselves as valuable assets to potential employers.
Employers should ditch labels stuck in the corporate mindset and increase fairness and diversity among their workforce through specific 'return to work' programmes for parents
The corporate mindset needs to change so as to not frown upon maternity leave or any length of time spent on childcare nor perceive this gap as worthless. This will in turn help women returning back to work to not feel ashamed or worried about the gap in their work experience but speak proudly about it and the skills gained. Sadly, discrimination against such gaps still persists in the corporate world which makes it even harder for women to resume employment. This has the effect of leading to prolonged unemployment or to women accepting lesser and underpaid jobs for their particular skillset. In turn, this exacerbates the motherhood penalty and perpetuates the never-ending cycle of gender inequality and maternity discrimination.
A recent survey has found that nearly half of working women take an extended career break beyond their paid leave after having a baby and more than half of those who return to work find it difficult to get hired after their gap in employment. Most women surveyed believed they would be dismissed or not taken as seriously as other applicants due to their career break. The statistics will vary by country of course, but even in developed economies where gender equality and diversity are encouraged in the workplace, this issue still persists. For example, another survey in the UK found that 40% of women state they find it extremely difficult to return to work after maternity leave. The issue is exacerbated by the lack of corporate awareness around this as well as the absence of initiatives or programmes to support women throughout their return to work journey as well as encourage them to break down stereotypes and hold their heads up high and proud, ready to list their achievements gained both in the workplace and out of it. While positive changes start within each of us, corporate and social awareness coupled with specific initiatives in place to support working parents, such as flexible working and career mentorship programs, among others, are key to overcoming the negativity associated with career breaks and transforming caretaking to be perceived as a worthy and valuable experience.
Written by Musata Matei,
Founder & CEO of Rise Up.