Motherhood is often seen as a fulfilling journey, but for many Nigerian women, it comes with unexpected career challenges. With challenges ranging from missed promotions to job rejections and stagnant wages, the reality of balancing work and family life is far from easy.
BusinessDay’s January 2025, Women’s Choice survey on motherhood and career progression reveals the struggles, sacrifices, and resilience of Nigerian working mothers.
Only about 27% of Nigerian women reported that motherhood or pregnancy had no impact on their careers, while the majority (73%) experienced some form of career limitation. Some shared that they had to delay having more children to avoid missing out on promotions. Others revealed they faced discrimination during job interviews, with one respondent stating they hid their pregnancy for months out of fear of losing an opportunity. The few participants, however, who stated that motherhood had not hindered their careers were more common in organisations with structured policies supporting working mothers.
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Bias in hiring and promotions emerged as a significant barrier, with about 45% of respondents indicating they had been overlooked for promotions or rejected for jobs upon disclosing their pregnancy. One participant shared that despite performing excellently in an interview, they were not hired because the company needed someone to “hit the ground running.” Balancing work and family responsibilities was another key challenge, with around 40% of participants citing difficulties in maintaining productivity while ensuring adequate childcare. Additionally, nearly 50% of respondents reported struggling with reintegration into the workplace after maternity leave due to a lack of flexible work arrangements or understanding from employers.
While some workplaces provide good support for mothers, many still fall short. Flexible work arrangements emerged as the most desired improvement, with 60% of respondents believing that remote work and adaptable schedules would greatly benefit working mothers. Equal career opportunities were also a pressing concern, with 35% highlighting the need to ensure that motherhood does not hinder professional growth. Another 30% of respondents emphasised the importance of longer, paid maternity leave, particularly for those who adopt children. Some participants also suggested that workplaces should provide nursery facilities or at least allow early closure for nursing mothers to better accommodate their needs.
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Despite these challenges, many mothers remain highly motivated to pursue their careers. Financial stability was the most common motivating factor, cited by 70% of respondents, while 30% mentioned personal ambition as their primary driver. One respondent eloquently stated, “Being pregnant doesn’t make a woman less capable. If I can bring life into this world and nurture it, I can do the same with an organisation.” This sentiment underscores the resilience and determination of working mothers who continue to push forward despite workplace barriers.
The survey highlights that while some progress has been made, significant gaps remain in workplace policies for mothers. Employers must acknowledge these challenges and implement policies that foster inclusivity, support career progression, and provide the necessary flexibility for working mothers. By taking action, organisations not only support working mothers but also create a more diverse, motivated, and productive workforce.
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