The Unique Benefits of Maternity Leave on Mothers’ Social Identities at Work

Researchers have highlighted the numerous challenges of pregnancy and postpartum for women at work, demonstrating mostly negative effects of taking maternity leave on women’s work outcomes and experiences at work. Yet, we argue that the experience of taking maternity leave also has important and unique benefits for a woman’s perceived status within her organization and work relationships, demonstrating that she is valued enough to be able to take needed time away from work to care for family and thereby reaffirming her work identity. We rely on social identity theory (Tajfel, 1981; Tajfel & Turner, 1985) and take a person-centered approach to understand the benefits of maternity leave for women’s social identities at work upon reentry. We investigate how social identity outcomes—status and quality of relationships with coworkers and supervisors—are strengthened by maternity leave experiences (as compared to employees who have not taken leave). We also examine how the degree to which new mothers are kept informed by their organization and keep in touch with coworkers and supervisors during their leave further strengthens these positive effects of maternity leave. Empirical results from a field study of employees recently returned from leave uncover the unique benefits of maternity leave.