While women are often celebrated as caregivers, they are rarely cared for in return—especially in the workplace. Despite policies like extended maternity leave and return-to-work programs, many working mothers continue to bear a disproportionate share of unpaid care work. From coordinating school schedules to managing family health, this hidden labor remains undervalued. This Mother’s Day, People Matters spoke to leaders from across industries to reflect on how organiations can go beyond token gestures to provide meaningful support for working mothers.

Recognising the Invisible Load

Santana Ramakrishnan, CHRO at ZEISS India, notes that unpaid caregiving is often assumed to be a woman’s responsibility—a belief deeply ingrained in social conditioning. She emphasises that companies have a vital role in acknowledging and addressing this imbalance through intentional policies and cultural shifts.

Flexible Policies, Real Impact

Upasana Raina, HR Director at GI Group Holding, calls for moving beyond a “one size fits all” leave structure. “Despite progressive maternity benefits, women’s workforce participation still lags because caregiving doesn’t stop when a mother returns to work,” she says.

She suggests thoughtful, need-based benefits like:

• Flexible hours and hybrid work models
• Paid emergency care leave
• School settlement” days for academic transitions
• On-site or subsidized crèches

These policies, she says, ease the financial and emotional pressures faced by working moms.

Normalising Shared Responsibility

Sandeep Kohli, Talent Leader at EY Global Delivery Services (EY GDS), stresses the need to normalise caregiving for all genders. “While we may not eliminate the imbalance overnight, leaders can influence workplace culture and language to create inclusion,” he says. EY GDS enables flexible work hours and encourages both men and women to take parental leave, building a shared caregiving culture.

Culture Change Starts at the Top

Shailesh Singh, CPO at Axis Max Life Insurance, believes cultural transformation begins with leadership. “When male leaders openly discuss caregiving or take parental leave, it helps dismantle long-held stereotypes,” he says.

His mantra: Policies are progress only when used. Axis Max Life fosters a culture where caregiving is acknowledged, not hidden, through:Gender-neutral parental leave. They offer:

• Inclusive policies backed by safe spaces and storytelling
• Intentional role modeling from leaders
• Building Empathy into the System

Surbhi Srivastava, Director - People Experience at SKF India, points to financial support for caregiving as another game-changer. SKF offers:

• In-house crèches across locations
• Financial assistance for daycare and nanny services
• 10 work-from-home days per month

“These small changes foster a culture of empathy, which working mothers need to thrive,” she explains.

Manufacturing Change—Literally

Jay Deepak Shah, CEO & MD of Jay Wood Industry, wants manufacturing to evolve into a more inclusive space. “Traditionally male-dominated, the sector is beginning to see change. But true inclusion requires flexibility, empathy, and a mindset shift,” he says.

For Shah, inclusion is less about grand gestures and more about daily leadership choices. “When caregiving is seen as a shared human experience, it signals that career growth and care responsibilities can—and should—coexist.”

Toward a Future-Ready Workforce

By actively supporting working mothers through flexible structures, inclusive leadership, and policy innovation, organisations are not just enabling equity—they are future-proofing themselves. A diverse, empathetic, and balanced workplace isn’t just good for mothers—it’s good for everyone.