What’s the strongest form of gender bias?

I found out I was pregnant with my daughter on International Women’s Day this year. My hope for her—like the hopes of all parents—is to give her the entire world. But

the world she’ll be born into this month is still far from an equitable place for women—especially from my particular vantage point.

More specifically, it will take 48 years for the representation of white women and women of color in senior leadership in corporate workplaces to reflect their share of the U.S. population, according to the latest data from our Women in the Workplace report. That means my daughter will be nearly 50 before corporate America reaches gender parity for all women.

In an article I wrote for Time, I outline the ways companies need to broaden and deepen their focus to accelerate the rate of progress for women within their organizations. But as I head out on maternity leave, the strongest form of gender bias that women face in their careers is top of mind: maternal bias.

Motherhood triggers false assumptions that women are less competent and less committed to their careers, research shows. This has a devastating impact on their career: mothers are less likely to be hired and promoted. Maternal bias is also a big contributor to the pay gap faced by working mothers, who make 29% less than fathers.

Despite the myths that lead mothers to be given fewer opportunities at work, working mothers are just as committed to their careers as child-free women—if not more so. For example, they are 10% more likely than child-free women to want a promotion to the next level.

And conventional wisdom suggests that motherhood—which brings with it a new set of responsibilities—makes women with children more efficient and effective at work. “You want something done? Give it to a mother,” Lean In founder Sheryl Sandberg said in a recent interview.

For my part, I am thankful to work somewhere that will allow me substantial time to spend with my child after she is born, while understanding that I am just as committed to my career as I ever was.

“I feel very strongly that paternity leave matters. The best way to normalize something as good for companies is for men to do it as well,” Sheryl said, acknowledging that for many workers, taking their full leave can be complicated. “My advice for companies is to help people to take that real time off.”

In 2024, 96% of companies offered maternity leave, and 93% offered paternity leave. And yet, challenges for working mothers remain widespread. For more on how to cope with burnout, build confidence, and restart your career after a break, check out this video series from the Women at Work collection.