[WORLD] More and more mothers are expressing dissatisfaction with parenting, which can be far from the ideal they had envisioned. Many people find that having a child is a significant career obstacle. Many people struggle to return to work, and in the worst-case scenario, they may be sidelined or pushed out.
Recent studies suggest that this disillusionment is compounded by societal expectations that glorify motherhood while downplaying its challenges. Social media often portrays an idealized version of parenting, leaving many women feeling inadequate when reality fails to match these curated narratives. This disconnect can exacerbate stress and isolation, particularly for those already struggling with workplace discrimination.
To better understand the scope of the problem, the British charity and campaign group Pregnant Then Screwed collaborated with Women In Data to conduct a poll. To create the "State of the Nation" report, the two organisations questioned 35,800 parents and selected a representative sample of 5,870 British parents.
The collaboration between advocacy groups and data experts highlights a growing recognition of the need for evidence-based policymaking. Similar initiatives in other countries, such as Australia’s National Working Families Survey, have revealed parallel trends, suggesting that workplace discrimination against mothers is a systemic issue rather than an isolated British phenomenon.
The findings are alarming: in Britain, 12.3% of women are fired, pressured to resign, or sidelined during their pregnancy, maternity leave, or the year after their return to work. This represents up to 74,000 women every year, a 37% increase from the 54,000 registered in 2016.
The fact that 74,000 moms are fired every year for daring to procreate is not shocking, but it is devastating. According to Joeli Brearley, founder of Pregnant Then Screwed, a woman is fired every seven minutes in Britain for doing something that is natural to humans.
The economic repercussions of this discrimination are staggering. A 2023 report by the Women’s Budget Group estimated that the UK economy loses approximately £1.2 billion annually due to the attrition of mothers from the workforce. When accounting for lost skills, retraining costs, and reduced productivity, the long-term impact is even more severe—raising urgent questions about corporate accountability and national labor policies.
Furthermore, nearly half of pregnant women, those on maternity leave, and those returning from maternity leave reported a bad work experience. Of these, 20% eventually left their company.
One-third of respondents claim they were demoted or sidelined after announcing their pregnancy or returned from leave. Motherhood is still viewed as a disruptive or destabilising element in many workplaces, and new moms are sometimes mistaken for being less efficient or devoted.
Despite legal protections like the UK’s Equality Act 2010, enforcement remains inconsistent. Many women report that HR departments prioritize company interests over employee rights, leaving them with little recourse. Experts argue that mandatory transparency—such as requiring firms to disclose maternity retention rates—could incentivize better practices and hold employers accountable.
However, in the face of discrimination, few dare to take their case to court: only 2% of people who confront discrimination file a lawsuit. Far from being isolated incidents, this phenomena raises larger concerns about the accountability of businesses and governments.
However, the matter is rarely discussed in the workplace or in societal debates, both in the United Kingdom and internationally. Mothers thus face a double whammy: in addition to the difficulties of returning to work after giving birth (physical and mental weariness, mental load, balancing job and personal life, etc.), they receive neither true support or a sympathetic ear.
Some companies are beginning to take proactive steps, such as implementing phased return-to-work programs and flexible scheduling. Tech giants like Salesforce and Accenture have pioneered policies like "ramp-back" periods, allowing new parents to gradually resume full workloads. While progress is slow, these examples demonstrate that structural change is possible when employers prioritize retention over short-term convenience.
Worse, for some, returning to work may result in a move toward financial dependence on their spouse or job, or even financial insecurity. This issue makes women more vulnerable to personal and workplace abuse, and it has long-term consequences for their career and retirement.
In light of this, firms must urgently examine their rules to properly protect pregnant workers and new mothers. Raising awareness, modifying working circumstances, and enhancing the legal framework are all ways to minimize these injustices. Beyond the issue of equality, the long-term viability of women's professions is at stake.
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