Somehow, along the way, society adopted a troubling stereotype: that when women become mothers, they become less valuable in the workplace and are, in turn, more of a liability than an asset. However, research tells a different story.
Instead of hindering professional performance, motherhood often enhances it. In fact, a foreign study by the Federal Reserve Bank of St. Louis found that working mothers often bring unique strengths and perspectives that companies would do well to celebrate, not sideline.
South African women have participated in the formal workforce for over a century, and only within the last three decades have they received meaningful legal protection from workplace discrimination related to childbearing. Thanks to the country’s progressive constitution, the Labour Relations Act of 1995, and the Basic Conditions of Employment Act of 1997, women are now safeguarded from being dismissed or treated unfairly because they choose to have children. These laws have significantly shifted how employers treat and think about working mothers.
In recent years, we’ve even seen the rise of “pumping rooms” in office spaces: designated private areas where breastfeeding employees can express milk comfortably. These small but powerful changes reflect a growing understanding that supporting mothers at work isn’t just the right thing to do, it’s a smart investment.
Yet, despite all this progress, the gender gap in South Africa remains stubborn and so do the stereotypes. The idea that working mothers can’t be fully committed to their jobs continues to shape hiring, promotion, and workplace culture in subtle and not-so-subtle ways.
Working motherhood: A double-edged sword
Balancing the demands of a career and home life is no small feat for any parent. But working mothers often bear an additional burden: the pressure to constantly prove that their role as a caregiver doesn’t compromise their value as a professional.A persistent societal contradiction expects mothers to be all-in for their children, while simultaneously viewing those who remain career-driven (allowing them to provide for their children and be positive role models) as either neglectful parents or insufficiently committed employees.
Studies abroad have shown that managers tend to perceive the most “dedicated” workers as those who stay late and attend after-hours social events, a model that naturally disadvantages mothers.
In this outdated mindset, a working mother’s need for flexible hours or maternity leave becomes a red flag rather than a sign of a responsible, balanced life. Some employers still view mothers as requiring “onerous” accommodations, or worse, as likely to exit the workforce entirely, making them seem like a risk.
This corporate culture not only devalues the very real contributions of working mothers but also reinforces the false idea that commitment must look like overwork and self-sacrifice, often without regard for personal well-being or family life.
