Support for female scientists after maternity leave

We’ve hired women who took maternity breaks, came back, and continued to deliver exceptional results at Quick Heal. Yet, time and again, I’ve heard people say things like, What if she takes time off? What if her commitment to work changes? There’s this lingering perception that maternity is a risk, and it frustrates me. The reality I’ve seen is entirely different. Women who return after maternity often bring a renewed sense of focus and determination. They’ve been managing sleepless nights, endless responsibilities, and the unpredictable chaos of life, and they still show up and deliver. As of 2024, only about 28% of women return to full-time work after maternity. But why? It’s not because they’ve lost their ambition or ability, it’s because workplaces haven’t evolved to meet their needs. Too many organisations still stick to rigid schedules and outdated expectations, valuing hours over outcomes. And in doing so, they miss out on incredible talent. I believe productivity isn’t about sitting in an office from 9 to 5. It’s about what you deliver. If a mother can do her work effectively, whether remotely, part-time, or through flexible arrangements, why should it matter how she achieves the results? At Quick Heal, we’ve taken real steps to ensure mothers feel supported. Because we understand that returning to work after maternity can feel like stepping into uncharted territory. That’s why we’ve introduced policies that go beyond the usual. From consultations with lactation experts and postpartum recovery guidance to tracking stress and hormonal changes through health tools, we’re making sure moms have what they need to prioritise both work and wellness. We’ve also built a community, an actual support system of shared stories, self-help videos, and access to PregBuddy. Because maternity is not a roadblock. It’s a natural part of life. And as a woman and a mother, I’ve personally experienced how these roles can make us even more resourceful, efficient, and capable. Talent doesn’t diminish because someone becomes a mother. If anything, it deepens. 💛 #maternityinworkplace #womenatwork #inclusiveworkplaces #breakingbias #workingmoms

Tired of gender diversity call-out posts? Me too. A quick LinkedIn search for #GenderDiversity yields 10,000+ posts. But how many go beyond platitudes and offer real, actionable solutions? Very few. Gender diversity isn’t a corporate talking point—it’s a business imperative. Yet, we keep seeing the same broad-stroke narratives without sharing what actually works. Let’s change that. Here’s a real case study on how to move the needle—no gatekeeping, no feel-good workshops, just facts. AstraZeneca tackled deep-rooted structural issues—not just optics. And it worked. In 2021, AstraZeneca India faced a 30% attrition rate among female employees. By 2023, this dropped by 50%, thanks to a structured, data-backed strategy led by Amarpreet Kaur Ahuja, Country Director of HR. What Worked? 1. Prioritizing Inclusion Over Diversity: Diversity is representation. Inclusion is retention. Instead of just hiring more women, they focused on making them stay.  ✅ System-wide safety policies for business travel, overnight work, and commuting, reducing unconscious barriers for female employees.  ✅ Flexible work models integrated into policy, not left to managerial discretion.  ✅ Parental benefits, not just maternity benefits, to normalize caregiving as a shared responsibility. 2. Building Two-Way Communication Channels: Most companies assume they know what women employees need—and that’s the first mistake. AstraZeneca institutionalized continuous feedback loops through a dedicated Employee Resource Group (ERG): ✅ Network of Women (NOW)—a country-wide ERG where female employees could raise concerns, exchange ideas, and access leadership directly. ✅ Leadership buy-in—C-suite engagement ensured that insights from the ERG translated into tangible policy shifts, not just discussion forums. 3. Fixing the Post-Maternity Cliff: Women don’t “drop out” of the workforce. They get pushed out. AstraZeneca India identified this pattern—attrition spiked right after maternity leave—and tackled it head-on: ✅ Incentivized referrals to bring women back post-career breaks. ✅ Trained managers to check their biases—No more penalizing women for “lack of commitment” after maternity leave. ✅ Hybrid working models tailored for mid- and senior-level hires, ensuring career progression was not compromised. AstraZeneca’s success wasn’t about one-off initiatives—it was about structural change. And that’s what’s missing from most gender diversity discussions. The real call to action? Stop hoarding solutions. If a strategy works, share it. Think about it—open-source models drive innovation across industries. Why should gender diversity be any different? #GenderDiversity #InclusionMatters #WomenAtWork #HR #Leadership

As I reflect on conversations with women returning to work after maternity leave, I'm struck by a concerning pattern: the subtle yet persistent pressure many face from their managers. Comments like "Are you sure you can handle this project now?" or "Maybe you'd prefer something less demanding?" – seemingly well-intentioned, but ultimately undermining their confidence and capabilities. This makes me deeply grateful for my own return-to-work experience. My managers understood that supporting returning mothers isn't just about policies on paper – it's about creating an environment of true acceptance and trust. Thus I feel that all managers and leaders should: * Trust your returning employees to know their own capacity * Don't make assumptions about their career goals * Be flexible with them, but still offer growth opportunities * Remember, these are the same talented people who made a big impact before their break And to all of us - the mothers returning to work: * You don't need to prove yourself twice * Your experience as a parent has likely enhanced your skills in ways you haven't even realised – from crisis management to multitasking to emotional intelligence * Remember that adaptation is a two-way street – be open to new ways of working and systems that evolved during your absence * Honour the opportunity by bringing your full commitment and engagement * Your unique perspective as a returning parent adds value to the workplace Let's make every return-to-work story a positive one – through both supportive leadership and our own willingness to grow and adapt in our new chapter. #leadership #womenatwork #inclusion #diversity

Wednesday Q&A "I came back after maternity leave determined to catch up with my career where I left it, but I see a significant change in my management’s attitude. I am not getting assigned to any significant projects, and the promotion that was on the agenda before my pregnancy seems to be off. What shall I do?" First, let’s acknowledge that this situation is unfortunately common—but not unchangeable. Here are five tips that you may find helpful: 1. Schedule a meeting with your manager to discuss your role and future opportunities. Ask open-ended questions: “How do you see my career progressing in the next year?” or “What would it take to get back on the promotion track?” Their response will tell you a lot. 2. Make your intentions clear. Sometimes, after maternity leave, managers assume employees want a slower pace. If that’s not your case, state it directly: “I’m fully committed to taking on impactful projects and growing in my role. I want to discuss how I can contribute more strategically.” 3. Rebuild visibility: volunteer for cross-functional initiatives, propose ideas, be vocal in meetings. Be intentional about reminding your value. 4. Connect with colleagues who support your growth. Find a mentor who can advocate for you in leadership discussions. 5. Know your worth. If, after multiple conversations, it's clear that your growth is blocked, consider whether this environment is still right for you. Companies that undervalue employees post-maternity leave often have deeper cultural issues. Remember: your career is not on hold unless you allow it to be. You have the skills, experience, and drive to move forward—whether in your current company or somewhere that truly values you. #maternityleave #careersuccess P.S. If someone has faced a similar situation, please share how you have managed it.

🌟 Empowering #Women Returning from Maternity Leave: A #Manager's Responsibility 🌟 As we celebrate diversity and inclusivity in the workplace, it's imperative to address the challenges faced by women returning from #maternityleave. While maternity pay ensures financial support, the journey back to work often presents hurdles beyond the paycheck. Many women encounter setbacks in #career progression due to gaps in their resumes or roles being filled in their absence. Moreover, the delicate balance between #professional aspirations and baby needs can leave them torn. Managers, now more than ever, have a crucial role in supporting these returning professionals. It's not just about providing a job; it's about fostering an #environment where their careers can flourish while accommodating their unique circumstances. Here's how managers can make a difference: 1️⃣ Advocate for Fair #Appraisals: Recognize the contributions made by women before and during their maternity leave. Evaluate their performance based on achievements and potential, not solely on time spent away. I know even today so many women do not get fair appraisals, if at all they get one, post resuming work. 2️⃣ Offer #Role Alignment: Work closely with returning #mothers to understand their career goals and aspirations. Tailor roles that capitalize on their skills and experiences while accommodating their need for #flexibility. At the same time, the onus is on you to push them to bigger and greater roles. 3️⃣ Provide #Supportive Structures: Create a supportive framework that acknowledges the challenges of balancing work and childcare. Flexible #workhours, #remote options, and on-site #childcare facilities can ease the transition back to work. Encourage open communication and empathy among team members to create a #supportive work environment. Foster a #Culture of Inclusivity: Promote an inclusive culture where all employees feel valued and supported. 4️⃣ #Mentorship and Guidance: Offer mentorship programs to provide guidance and support for women navigating their careers post-maternity leave. Pairing them with experienced mentors can help them overcome challenges and thrive professionally. As managers, it's our responsibility to champion diversity and support the career progression of all employees, including those returning from maternity leave. Let's work together to create an inclusive workplace where everyone has the opportunity to succeed. #hr #founders PS: Swati Aggarwal This pic is from the last day at work, two days before the day we were blessed with Gogo! She demonstrated the highest work ethic until the last day and supported business during maternity. Yet, somehow, the challenges were unique. I was fortunate to experience both sides, as some of my #teammembers were also going through similar journeys. I was fortunate learning at either end enabled me to be a better #peer, #manager and a #partner at the same time!

A successful programme for women professionals returning to work after a break is characterised by a combination of these factors. Each organisation may need to tailor its approach to align with its unique culture, industry, and specific needs of its workforce. Supportive Company Culture: Fostering an inclusive and supportive company culture that values diversity, provides equal opportunities, and encourages open communication is crucial. A culture that accommodates the needs of returning professionals helps them feel valued and motivated. Structured Return Programmes: Implementing structured return-to-work programmes that offer training, mentorship, and “gradual reintegration” can help women regain their confidence, update their skills, and feel more prepared for the workplace. Mentorship and Sponsorship: Assigning mentors or sponsors within the organisation can provide guidance, networking opportunities, and career development support to returning professionals. This can aid in a smoother transition and help build confidence. Skill Enhancement and Training: Offering training and upskilling opportunities to refresh or enhance skills that may have become outdated during the break can boost the confidence of returning professionals and make them more competitive. Networking and Peer Support: Creating forums or networks where returning professionals can connect with each other, share experiences, and offer support can foster a sense of community and belonging. Childcare Support: Offering on-site or subsidised childcare options can alleviate the concerns of mothers returning to work and make it easier for them to balance work and family responsibilities. Tailored Benefits: Providing benefits that specifically cater to the needs of female professionals, such as maternity leave policies, lactation rooms, and wellness programmes, demonstrates the organisation's commitment to supporting their return. #talentacquisition #talentmanagement #diversityandinclusion #diversityequityinclusion #diversitymatters #returntowork #womenempowerment #womenatwork #womenengineers

Returning to work after maternity leave is a significant transition, especially for women in the production and manufacturing sector. Sadly, many face challenges ranging from inflexible schedules to a lack of support for breastfeeding and childcare. These barriers not only impact their careers but also the diversity and inclusive growth of the industry. Companies can play a crucial role in facilitating smoother transitions. Offering flexible working hours and remote work options can help mums balance their responsibilities. Additionally, creating clear return-to-work programmes that include training and development can ensure they feel confident and valued. Providing access to childcare services or subsidies and establishing lactation rooms can make a massive difference in their comfort and productivity at work 🎯. By actively supporting women returning from maternity leave, companies can not only retain top talent but also foster a truly diverse and inclusive work environment. After all, diversity drives innovation and excellence 🚀. #Inclusion #Diversity #WorkLifeBalance