Maternity Reintegration in India

Syllabus: Role of Women and Women’s Organizations (UPSC GS I)
Source: The Hindu

Context

A recent article highlights that the real challenge for gender inclusion in workplaces is not just granting maternity leave but ensuring smooth reintegration of women employees after maternity.

What is Maternity Reintegration?

• Meaning: Reintegration refers to the smooth transition of women from maternity leave back to their jobs.
• Beyond leave: It is not limited to statutory maternity benefits but also includes workplace policies, supportive culture, and career growth opportunities.

Challenges Faced by New Mothers

1. Family Expectations
   • Caregiving is largely seen as a woman’s responsibility.
   • Example: Indian women spend ~7 hours/day on unpaid care work vs men’s ~2.5 hours (NSSO, 2019).
2. Societal Norms
   • Mothers face guilt if they don’t fit the “always available caregiver” role.
   • The idea that “a good mother sacrifices her career” remains strong.
3. Inner Struggles
   • Fatigue, self-doubt, and post-maternity “imposter syndrome” affect confidence.
4. Organisational Barriers
   • Inflexible roles, lack of childcare facilities, and insensitive managers lead to high attrition.
   • Example: Deloitte (2022) found the highest exit rates among women returning from maternity leave.

Impact of Dropouts

On Organisations

• Loss of Talent: Years of experience and knowledge are lost when women leave.
• Leadership Pipeline Weakens: Skilled women exit before senior positions, limiting diversity at the top.
• Negative Workplace Culture: Repeated exits discourage inclusivity and lower morale.

On Economy

• Low Labour Force Participation: India’s female participation is only ~37% (PLFS 2024), among the lowest in G20.
• GDP Impact: McKinsey estimates equal participation could raise India’s GDP by 27% (~$770 billion).
• Innovation Decline: Fewer women in STEM and R&D reduces diversity of thought and creativity.

On Society

• Reinforces Stereotypes: Each dropout strengthens the bias that women cannot balance work and family.
• Delays Gender Parity: Lower representation slows progress on SDG-5 (Gender Equality).
• Lack of Role Models: Fewer women in leadership weakens inspiration for younger generations.

Way Forward

1. Policy Support
   • Strengthen the Maternity Benefit Act, 1961 by including reintegration norms.
2. Institutional Measures
   • Workplace crèches, subsidised childcare, and mandatory paternity leave.
3. Awareness and Culture
   • CSR-led campaigns to normalise work–motherhood balance.
4. Monitoring and Accountability
   • Companies should report gender balance in Key Managerial Positions (KMPs).
5. Global Practices
   • Adopt models like “returnships” (UK, US) to provide structured re-entry for mothers.

Conclusion

Maternity reintegration should be seen as an investment in human capital, not charity. For India, where women’s workforce participation is among the lowest globally, retaining skilled mothers is essential for economic growth, gender equality, and social progress. A truly inclusive workplace is one where maternity is treated as a phase of a career, not the end of it.