I used to be a prolific freelance journalist, blessed with opportunities to write for many prominent publications across the region and beyond. My bylines appeared in places I had once dreamed of, and I thrived on the adrenaline rush of tight deadlines and the satisfaction of seeing my work published. But everything changed in 2021 when I became a mum.
Suddenly, the relentless pace that once fuelled my career became overwhelming, and the juggling act between nappies, sleepless nights, and looming deadlines was more than I had bargained for.
The reality of balancing a demanding career in the APAC media industry with the new, all-encompassing role of motherhood hit me hard. Despite my best efforts, I struggled to meet deadlines, and instead of being met with empathy or understanding, I found myself losing most of my gigs.
Do They Have To Be So Cutthroat?
The media industry, like many others, operates on strict timelines and the unspoken rule of ‘deliver or depart.’ It’s understandable that work comes with rules and expectations, and I knew that no industry could function without them. However, the question that lingered in my mind was whether these rules were inclusive or simply a mechanism to weed out those who couldn’t keep up—especially mothers. I couldn’t help but feel that the system was stacked against women like me, who had to juggle the biological clock and the mid-management clock, only to find ourselves set back five years either in our careers or in our personal lives.
The transition to motherhood is not just a personal shift; it’s a professional one as well. For many women, becoming a mum doesn’t mean we lose our skills, our drive, or our passion for our work. Yet, in the eyes of the industry, the moment I couldn’t adhere to the stringent schedules and relentless demands, I was deemed less capable, less reliable, and ultimately dispensable. It wasn’t just a loss of income—it felt like a dismissal of my identity as a writer and a professional. In a cutthroat field like media, there’s little room for error, and even less for life’s unavoidable changes, like having a baby.
It was a tough pill to swallow, but the experience also made me incredibly grateful for the opportunities that stayed by my side. There were a handful of employers who recognised my value beyond the immediate deliverables. One employer, in particular, went the extra mile to accommodate me during this challenging period.
They offered to reduce my workload and, correspondingly, my salary, to help me manage my new responsibilities as a mum. This wasn’t just a kind gesture; it was a lifeline. They understood that it was better to temporarily adjust my role than to lose a seasoned writer altogether. And when I was ready, they welcomed me back at full capacity. This approach allowed them to avoid the costs of finding and training a replacement, and I was able to retain my job without having to step away from my career entirely. It was a win-win situation, and it’s something I wish more companies would consider.
The Need To Go Beyond Diversity Hires And Tick-box Exercises
The reality is that inclusivity goes beyond diversity hires and tick-box exercises. It’s about creating work environments that genuinely accommodate different life stages, especially for women who are often forced to make impossible choices between their careers and their families. The harsh truth is that the biological clock doesn’t sync with career timelines.
For many women, the prime years for career advancement coincide with the years when we might choose to start a family. It’s a cruel irony that the same years that are crucial for climbing the professional ladder are also the years when our biological clocks are ticking the loudest. And in an unforgiving industry, this often means we are sent back several rungs on the ladder—or off it entirely.
The solution isn’t simple, but it starts with empathy and a willingness to see beyond the immediate output. Employers need to recognise the long-term value of supporting mothers, not just as a gesture of goodwill, but as a strategic move that benefits both the employee and the company. It’s about understanding that the transition to motherhood while challenging, doesn’t diminish a woman’s professional capabilities. In fact, it often enhances them, bringing new perspectives, resilience, and a depth of experience that can be invaluable in any field.
No Need For A Special Treatment, Just Fair Treatment
I’m not asking for special treatment—just fair treatment. A chance to prove that motherhood doesn’t negate my professional worth. A system that doesn’t automatically penalise women for having children, but instead finds ways to make the most of their skills and experiences during this pivotal time. The companies that stood by me showed me that it’s possible to find that balance, and I can only hope that more will follow suit.
As I continue to navigate the delicate balance between work and motherhood, I hold onto the hope that inclusivity will evolve beyond buzzwords. It’s time for industries, especially media, to recognise that supporting mothers isn’t just a nice-to-have—it’s essential. Because when we lift women up, particularly during the most transformative times of their lives, we don’t just keep them in the workforce; we keep their talents, their perspectives, and their passion alive. And that’s a win for everyone.