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Challenges in supporting maternity and a sustainable career tend to be difficult in male-dominated organizations and occupations. Many women leave the academic field after they give birth to a child or remain in the workforce, but they fail to progress; part of the concept “leaky pipeline” whereby an increase in the number of women graduates does not lead to an increase in the proportion of women amongst researchers. A more contextual approach focuses on workplace policies and practices of discrimination against mothers. In this moment, many employers offer a range of family policies. These include reducing work schedules on the basis of agreements negotiated between women and employers to keep highly qualified women in current jobs. However, these measures do not stipulate anything about the possibility of moving forward, so many mothers remain stuck, at least during maternity, on former positions. Based on the theory of social justice, a distinction can be made between support mechanisms, which are expected and considered as rights; as well as those that are considered as favors, and which must be negotiated. This article starts from a conceptual analysis on the phenomenon of gender discrimination in the academic environment and is based on the studies conducted in the field by researchers who have expressed their interest in this topic.
Keywords: family-friendly policies, work-family conflict, academic mothers, organisational change, gender equity
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