Surbhi Sharma’s Post

Corporate India, as we celebrate Mother’s Day today, let’s delve into a sobering reality: A staggering 73% of women exit the workforce post-motherhood, with 48% leaving within a mere four months of returning, according to a 2018 study. What’s more disheartening is that the once-celebrated 26-week maternity leave, meant to empower new mothers, has now become a barrier to their career advancement. As someone deeply passionate about workforce equality, it’s clear that our policies often fall short in translating into tangible support for working mothers. This Mother’s Day, let’s not just honor mothers with words, but let’s commit to creating a workplace where their contributions are truly valued and supported. #MothersDay #EmpowerWorkingMoms #EqualityInAction

Before corporations celebrate Mother’s Day, they should pause to reflect on the sobering reality faced by working mothers in India. The staggering statistics reveal a troubling trend: 73% of women exit the workforce after becoming mothers, and nearly half of those who return end up leaving within four months. Despite the well-intentioned 26-week maternity leave policy, it often serves as a barrier rather than a facilitator for women's careers. Return-to-office programs, are riddled with challenges, further exacerbating the struggle for working mothers. It's clear that while equality may exist in policy, the stark reality paints a different picture. As we commemorate Mother’s Day, let's not just celebrate, but also advocate for tangible changes that support the aspirations and livelihoods of working mothers. It's time for corporate India to step up and bridge the gap between policy and reality, ensuring that every mother has the opportunity to thrive both at home and in the workplace. #WorkingWomen #CorporateWomen #LinkedIn

🚨📢 Important Update on Maternity Leave Rights in India!⚖️ The Rajasthan High Court recently ruled that all women employees, regardless of the nature of their employment, are entitled to 180 days of maternity leave. This landmark decision underscores the commitment to ensuring equitable workplace benefits for women, fostering a supportive environment for working mothers across various sectors. This ruling aligns with the objectives of the Maternity Benefit Act, 1961, aiming to safeguard the health and well-being of both mother and child during a critical period. By extending these benefits to all women employees, the court has taken a significant step toward gender equality in the workplace. As we continue to advocate for women's rights and welfare in the workplace, it's essential to stay informed about such critical legal developments. This ruling not only promotes a healthier work-life balance but also sets a precedent for future cases concerning women's rights in employment. Let’s work together to create inclusive workplaces where every woman has the support she needs during this important time in her life! #MaternityLeave #GenderEquality #WomenInWorkplace #LegalUpdate #RajasthanHighCourt

In a landmark decision, the Supreme Court said, “A two-year childcare leave, alongside the mandatory 180-day maternity leave, is not just a perk but a constitutional right for female employees.” This decision comes as a breath of fresh air which highlights the vital importance of supporting women's employment and participation in the workforce. The judges made it clear:  ✅Women's involvement in the labour force is not just a privilege but a Constitutional mandate.  ✅Childcare leave plays a crucial role in promoting women's employment by preventing them from being forced to leave their jobs to care for their children during critical stages of their lives. In a country where caregiving has traditionally been seen as women's responsibility, this decision marks a significant step towards gender equality in the workplace. Women in India often find themselves juggling the triple burden of housework,  care work,  and paid employment. The "marriage penalties" and "motherhood penalties" only add to the challenges they encounter in the workforce. Employers now must actively encourage and support women in joining and retaining their jobs. This decision couldn't come at a better time. This ruling will not only empower women but also hold the potential to drive significant economic growth. The IMF has estimated that equal participation of women in the labour force could boost India's GDP by a whopping 27 per cent. With such baby steps, I believe we can create a more equitable and prosperous society for everyone. #GenderEqualityAtWork #ChildcareRights #WorkforceEmpowerment

Speak it loud

Thanks for pointing this out Nidhi. Women have a tricky life. Not just in India but globally as well. Being a Son, Husband, and Father I have at least three women I deeply care about. My mother worked through all the nightmares, social and professional, in her 40+ year stint at the Food Corporation of India. My wife Rasika Bhagwat-Shete, who co-founded a startup with me and then carried our daughter, now finds it difficult to get a job. My daughter... well she starts first standard this June. Life and its vagaries await her. Now here's my dilemma. From a business perspective a man or a woman is a valuable resource that translates into revenue. At different stages of a business can I afford the cost of losing an employee? How does one tackle this? Are there successful programs that have enabled transition for women without costing the company a bomb? Look forward to some interesting insights. #business #entrepreneurship #india

Happy International Women’s Day! As the owner of Beyond Words, it's my privilege to be able to support and elevate women during their job search and throughout their career growth. Why do I have such a passion for supporting professional Women? 👩💼 42% of women claim they have been discriminated at work because of their gender 💡 50.2% of the college-educated workforce are women, but women only make up 10.6% of Fortune 500 CEOs 🤯 The United States is the only developed economy without paid maternity leave 👶 92.5% of Dad's are able to continue their career after parenthood, whereas only 71.7% of women are able to due to our country's childcare crisis The women I support are unheard, underpaid, and tired. . . So, instead of a blanket obligatory post on IWD, what do women really want from their employers? 🌟 Paid maternity leave and paid parental leave for the non-birth giving partner 🌟 Fair and Equal wages 🌟 Flexible Schedules 🌟 Comprehensive Health & Wellness Benefit Packages #InternationalWomensDay2024 #ResumeWriting #WomanOwnedBusiness #VeteranOwnedBusiness

Gender neutral parental leave policies are on the rise. It is one step towards a more inclusive workplace. But... it is only one piece of the puzzle. Offering the same leave to men and women doesn't mean they face the same challenges as each other. They don't. Women face some issues that men don't face. They are much more likely to take up to one year away from work (currently less than 5% of men take more than 2 weeks of paternity leave). We hope to see those statistics rise, but until then, we can't pretend that parenthood is a gender neutral issue, yet... Women are more likely to lack sponsorship when they return, lack access to high quality networks, be overlooked in the work allocation of promotable work and take on a disproportionate amount of the mental load at home. We deal with these gendered issues head-on through targeted coaching and collaborative group workshops. #womeninlaw #parentalcoaching

Gender neutral parental leave policies are on the rise. It is one step towards a more inclusive workplace. But... it is only one piece of the puzzle. Offering the same leave to men and women doesn't mean they face the same challenges as each other. They don't. Women face some issues that men don't face. They are much more likely to take up to one year away from work (currently less than 5% of men take more than 2 weeks of paternity leave). We hope to see those statistics rise, but until then, we can't pretend that parenthood is a gender neutral issue, yet... Women are more likely to lack sponsorship when they return, lack access to high quality networks, be overlooked in the work allocation of promotable work and take on a disproportionate amount of the mental load at home. We deal with these gendered issues head-on through targeted coaching and collaborative group workshops. #womeninlaw #parentalcoaching