Startup Originals Team
A Delhi-based marketing professional, Pragya, has brought national attention to gender bias in the corporate world after sharing her experience of being denied a Chief Marketing Officer (CMO) position for having young children. Her viral LinkedIn post has ignited widespread debate about the challenges women face-especially mothers-when pursuing leadership roles in India’s workplaces.
The Interview Experience: When Personal Questions Override Professional Merit
Pragya’s interview for the senior CMO role lasted just 14 minutes. The initial 11 minutes were spent detailing her extensive professional achievements and a decade-long career. However, the focus abruptly shifted in the last three minutes, with the interview panel asking only personal questions:
- How many family members do you have?
- How old are your kids?
- Which school do they go to?
- Who will look after them?
- How will you commute from Delhi to Gurgaon?
- What does your husband do?
Despite her efforts to answer calmly, Pragya sensed the outcome. Her worries were confirmed when HR informed her that her “very young kids” was one of the reasons for her rejection. What stung most was that professional achievements and job performance were never evaluated-only her role as a mother was scrutinized.
The Power of Going Public: A Viral LinkedIn Post
After her rejection, Pragya took to LinkedIn to share her story. She expressed that while she had processed the disappointment of not getting the job, it was the manner in which she was dismissed-without a fair or relevant assessment-that truly hurt. Her post attracted thousands of similar stories, with women recounting how they too were sidelined or denied opportunities after returning from maternity leave or simply for being mothers.
The “Motherhood Penalty” and Gender Bias in Senior Roles:
Pragya’s account highlights a larger pattern: the so-called “motherhood penalty.” Many women face discrimination based on assumptions about their family responsibilities, especially during hiring or promotion discussions for senior roles. Personal questions about home life-rarely directed at male candidates-become obstacles for deserving women.
Statistics reflect the issue: women continue to hold a disproportionately low number of senior roles in India’s corporate world, with many companies giving preference to male candidates in executive positions. According to recent studies, just 19% of C-suite positions in India are held by women, with work-life balance and gender bias cited as the main obstacles.
Sidelined for Being a Caregiver: Real-Life Echoes
Pragya’s post resonated deeply across social media, not only with working mothers but with professionals at all levels. Many shared experiences of:
- Being overlooked for promotions after maternity leave
- Being assigned “easy” or less significant projects
- Being questioned about personal responsibilities, but not achievements or professional skills
- Facing panels dominated by male interviewers
One commenter remarked on the double standard: “No one ever asks fathers these questions.” Another admitted that even women in hiring positions sometimes unconsciously perpetuate these biases, revealing how deep-rooted the cycle is.
Why the Debate Matters: Towards Inclusive Workplaces
Pragya, who has served on diversity and inclusion committees herself, underscored that her story is not just personal-it’s about changing workplace culture so talent is valued over gender or parental status. This incident sparked renewed calls for:
- Fair, merit-focused interview and promotion practices
- Stronger institutional policies against gender bias
- Greater support for women seeking leadership roles
Industry experts emphasize that only by actively recognizing and addressing these biases can workplaces create true gender parity at all levels.
Conclusion:
Pragya’s story has struck a nerve nationwide, exposing how the “motherhood penalty” and gender discrimination continue to hinder women’s career advancement. Her experience is a wake-up call for organizations to move beyond outdated stereotypes and foster genuinely equal opportunities for professional growth-where every candidate is evaluated for what they can achieve, not for their personal life choices.
