When it comes to career growth, parenthood often plays out like a double-edged sword. While fathers are frequently lauded for their perceived stability and commitment, working mothers find themselves battling biases that can stall promotions and stifle opportunities.

The concept of the “motherhood penalty” remains stubbornly embedded in workplace cultures.

In a recent People Matters Big Questions panel – “Parenthood: A Launchpad for Dads, A Hurdle for Moms at Work?” – HR leaders discussed how organisations can level the playing field for working parents.

Shifting societal expectations

Kit Lim, Global Head of Culture, Diversity, Equity, and Inclusion at Swire Shipping, reflected on the deeply entrenched societal norms shaping workplace perceptions.

“When I first went back to the office after I gave birth to my kids, the one question that I got asked was, ‘Who’s taking care of the kids?’” she said. “But my husband doesn’t get questions like that.”

This disparity in expectations often casts mothers as primary caregivers and fathers as career-focused providers.

Such outdated constructs, passed down through generations, are reflected even in children’s school assignments. Lim recalled reviewing her child’s homework, where stereotypical depictions of mothers doing laundry and fathers driving to work reinforced these biases from an early age.

It’s no surprise then that such perceptions follow people into adulthood and permeate workplace culture, she explained.

WATCH: People Matters Big Questions | Parenthood: A Launchpad for Dads, a Hurdle for Mums at Work?

Lim stressed the value of rethinking gendered expectations. “We need a shift in mindset” to recognise that “women are highly educated” and contribute significantly to the workforce, she said.

The DEI leader also called attention to the emotional toll such expectations can take. Working mothers often suffer from burnout, not because they aren’t capable, but because they are juggling two full-time jobs – one at work and one at home.

“We can all imagine, after a long day at work and going back home … everything is still on our plate,” Lim said.

“This is going to be a total burnout. Because at the same time, we strive to really deliver at work, but we are also still managing a whole spectrum of domestic things. This all adds up.”

The burden is thus disproportionately on women’s shoulders.

Creating a supportive workplace culture

A crucial takeaway from the panel was the need for a multi-pronged approach to dismantle these biases. Sik Kwang, Head of HR at DHL, highlighted the importance of fostering a supportive work culture. “It goes beyond awareness. It’s about acceptance,” he said.

Policies are essential, but without cultural buy-in, they’re mere window dressing.

DHL, for instance, offers return-to-work programmes and skills refreshers for mothers re-entering the workforce.

“We introduced several sustainable programmes to support female colleagues who return from maternity leave, including flexible working hours, coaching opportunities, and skill development,” Kwang said.

Organisations can lead by example through family-friendly policies that go beyond legal mandates. From flexible working hours to parental coaching programmes, creating a workplace where both mothers and fathers feel supported can reduce the stigma attached to caregiving responsibilities.

The role of male allies

The discussion also shed light on the significance of male allies in championing gender equality in parenthood.

Mukta Arya, CHRO of Societe Generale, pointed out that male leadership support can make or break an organisation’s efforts to support working parents.

“If male allies do not understand the importance of the changes that may happen because of parenthood, if they are not supportive, if they are not flexible with, for example, timings when the situation demands it, this will never work,” she said.

“The leadership team has to be fully brought into this, and most of them are supportive of parenthood.”

Arya advocated for continuous training to combat unconscious biases and ensure fair treatment during hiring, promotions, and performance reviews.

Also Read: Debates rage on over childcare

Tackling biases in hiring and promotion

One of the most insidious manifestations of the motherhood penalty is the presence of hiring and promotional biases.

The panellists pointed out that even in countries where discriminatory interview questions are illegal, women continue to be asked about their marital and parental plans. Arya, for her part, stressed the need for robust interviewer training to eliminate these practices.

Moreover, time away for maternity leave should have no bearing on bonuses or promotions. Fair treatment is a fundamental aspect of an inclusive culture.

The panellists agreed that genuine change requires a holistic approach. From top leadership commitment to transparent policies, the journey towards equitable parenthood experiences is far from over.

As such, supporting working parents is not merely a “nice to have” but is essential for business.

Companies that recognise the value of supporting working parents and implementing meaningful policies stand to gain not only a more engaged workforce but also a competitive edge.