Debunking Stereotypes: Busting 5 Myths Around Working Moms

In corporate India and the booming start-up ecosystem, mothers who are stepping out of their homes to work are transforming outdated perceptions about their capabilities and roles. Despite their profound contributions, persistent stereotypes still challenge their professional and domestic lives. According to the Periodic Labour Force Survey Report 2022-23, published by the Ministry of Statistics and Programme Implementation in October 2023, there has been a notable increase in the Female Labour Force Participation Rate in India. The number has risen by 4.2% to 37% in 2023, up from 32.8% in 2021-22 and 23.3% in 2017-18, signalling a promising trend toward greater inclusivity. It is crucial, therefore, to debunk the myths that continue to limit their full potential.

Myth 1: Working Moms Are Less Committed to Their Jobs

A prevalent misconception is that motherhood diminishes a woman’s dedication to her career. This stereotype is effectively countered by both global and local findings. For instance, a study by McKinsey & Company found that mothers are more productive than fathers throughout their careers, despite facing more challenges. In India, where multi-tasking is often a necessity rather than a choice, working mothers demonstrate exceptional time management and prioritization skills that not only sustain but enhance their professional lives.

Myth 2: Working Moms Don’t Spend Quality Time with Their Children

There's a common belief that working mothers cannot provide enough quality time for their children. However, research indicates that the quality of time spent with children, rather than the quantity, has a greater impact on their well-being. Studies highlight that children's behavioural, academic, and emotional health is not significantly affected by the amount of time spent with them. In India, working mothers manage to provide substantial emotional support and create nurturing environments, instilling values such as discipline and independence in their children.

Myth 3: Children of Working Moms Are Academically and Socially Behind

Contrary to the stereotype, children of employed mothers often achieve higher levels of academic and social success. Multiple studies have shown that children of working mothers perform just as well academically and socially as children of stay-at-home moms. In some cases, they even show increased independence and resilience. At the same time, sons raised by working mothers tend to contribute more to household chores and childcare. This translates into valuable lessons about gender equality and teamwork, contributing to a more progressive society.

Myth 4: Working Moms Are Always Stressed and Overwhelmed

While managing dual responsibilities is undoubtedly challenging, the assumption that working mothers are perpetually stressed is an overgeneralization. Work-life balance is a challenge for everyone. Working moms with supportive partners, flexible work arrangements, and access to childcare experience less stress. In India, where familial and societal support exists to a large extent, many companies are also beginning to implement more supportive policies that help alleviate the pressures faced by working mothers.

Myth 5: Businesses Suffer When They Employ Working Moms

Contrary to this outdated belief, companies gain numerous benefits from employing working mothers. Working moms bring value. Companies with diverse workforces, including working mothers, see benefits in creativity, problem-solving, and loyalty. Moreover, employing mothers can lead to a more empathetic workplace culture, improved morale, and lower employee turnover rates. Businesses thrive due to the diverse perspectives and robust problem-solving skills that working mothers bring to our teams.

To build a truly inclusive and equitable workforce, it is imperative to challenge these myths and recognize the dual roles of working mothers as a potent advantage in business and society. Supporting working mothers involves more than just acknowledging their challenges—it requires actionable support through flexible work policies, robust childcare options, and a corporate culture that values diversity and work-life balance.

Authored by Amrita Gupta, Director of Manglam Group and Founder President of CREDAI Rajasthan Women's Wing

Views expressed are the author's own.