Returning to work after maternity leave: Reducing discrimination via organizational support programs

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Despite increasing diversity and inclusion in the workplace, subtle subconscious biases and neosexist viewpoints persist, especially toward women returning to work following a maternity career-break. Hiring managers may view such women negatively; they perceive them to be less committed due to the challenges of working while balancing family responsibilities. Organizations offer various family-friendly initiatives such as support programs to help women return to work and maintain a work-life balance. Completing a support program helps to provide more information about skills and abilities following a break, which can help reduce ambiguities and discriminatory views when evaluating a woman’s resume.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Citation

(2021), "Returning to work after maternity leave: Reducing discrimination via organizational support programs", Human Resource Management International Digest, Vol. 29 No. 6, pp. 18-20. https://doi.org/10.1108/HRMID-08-2021-0170