5 ways maternity leave won’t limit your progression

When we think about career progression, in theory, it's a steady linear trajectory. This probably is the case for some people, but let's raise the question of whether maternity leave or even any other type of pause on your career impacts this projection?

I can only speak from experience and have made two temporary pauses in my career. The first was to start my own e-commerce business back in 2014 and the second more recently in 2019 for maternity leave. The returns from both pauses were very different. For the first, I returned to the workplace 3 years later. The truth is that's quite some time out of the industry and working environment, I felt slightly rusty in skills, knowledge and had many gaps to fill before returning to a position I once held. Thankfully I made the best decision to return in that capacity as the people, leaders and vendors I have worked with since definitely helped fast-track my career and achieve more. In this case, 3 years out is a lot more significant than the regular breaks taken for up to a year for maternity leave.

How often have women felt displaced or demoted upon return from having a child? The business either has restructured or people who once had faith in you are no longer there, meaning you must start all over upon return. This shouldn't be the case. I was given an incredible opportunity when I came back from maternity leave at Ingram Micro Cloud and this wasn't down to luck - it is possible that you can return on top and even with a promotion, here's how:

1) Keep in touch

Keep your finger on the pulse and keep in contact with colleagues. When you plan to return, get to know who’s who and decide on a role that suits you. Treat it as an opportunity to see how the business has changed in your absence and where a step up or change in direction can help elevate your career progression. Returning to the same role might not be the best option.

Be open to change.

2) Invest in yourself

You'll find days where there is absolutely no time to even eat or shower let alone think about developing and enhancing subject matter expertise. When you do have a day or two to spare an hour here and there, think about online training, reading that book collecting dust on radicalising the workplace for the future, or listen to the endless experts out there podcasting and sharing insights that trigger and fuel your knowledge.

Sharpen key skills.

3) Build and maintain your personal brand

Anyone who works with me will know I sing from the rooftops on the importance of personal branding. During my maternity leave, I began blogging and shared my views on the pandemic in my Covid-19 blog series and a post about 9 months that changed my life. Whilst some businesses are still skeptical if employees should be influencers on social platforms, let them continue to ponder. The businesses with engaged employees building on their brands are the ones with a competitive edge. Every business thinks its people are part of the value proposition so why wouldn't we foster the same people to own and build their brand to connect with prospects on a digital level. Humans buy into humans - it's a fact.

“Your brand is what people say about you when you're not in the room” - Jeff Bezos

4) Look for opportunities

If you're unsure about returning to your current company or need a fresh start - look for roles you want to return to. As a working mother, you need flexibility as a default. You may also want a new challenge, a year away from work may give you perspective on a career change or direction. It's never too late to go for that dream job or start that business you always wanted to.

"Working hard for something we don't care about is called stress. Working hard for something we love is called passion" - Simon Sinek

5) Engage in Equal Parenting

I wrote about 'the working mothers' new normal' and part of this is a shared responsibility of childcare. Returning to work is daunting for any mother on leave. She will think about how she will manage both, get through days of minimal sleep, get ready for work and drop off her child for day-care, pick them up, sort them for bed and do it all over through this relentless pace. The invisible mental load and cognitive-emotional labour is greater for women than men, as suggested in an article by the BBC. For those co-parenting, this becomes even more so challenging. Raising a child single-handed just feels impossible.

"Women will only have true equality when men share with them the responsibility of bringing up the next generation." - Ruth Bader Ginsburg

Melinda Gates once wrote we are still “sending our daughters into companies designed for our dads.” And into marriages billed as equal, as long as the man’s career isn’t disturbed by his wife’s success. True opportunity will only exist for women if we have workplaces that are inclusive to them upon return and if they have supportive partners who take on an equal load for childcare.

If someone you know has returned to work from maternity leave, I'd love to include them in my 'Survey on Working Mothers’. This anonymous survey intends to gather data to inform workplaces on the challenges working mothers face and to help foster the right solutions. The survey will gather insight and data on working mothers, maternity leave and employers' packages and benefits.