Women’s Month in a high-pressure job: Recognising privilege and pushing for change

As we begin Women’s Month, I find myself reflecting on what it truly means to be a woman in a high-pressure work environment, especially when you are pregnant. Working in a demanding job is challenging, but carrying a child adds an entirely different layer of responsibility, both physically and mentally. The deadlines, the meetings, the constant need to perform at your best, are all demands that are magnified when your body is also growing and nurturing another life. Add to that the perspective of being an “older”, working pregnant woman like myself, and the experience becomes one that tests not just your professional stamina, but also your resilience and emotional endurance. But; I count myself incredibly fortunate. Not long after today, I will take three and a half months of fully paid maternity leave, a period that will allow me to focus on the new chapter of my life without fear of financial instability. I have health insurance covering 90 per cent of my medical expenses, and for the past couple of months, my employers have granted me the flexibility to work half days or to work from home whenever I feel overwhelmed. The support of colleagues who understand the realities of pregnancy, managers who prioritise well-being over rigid schedules, and the willingness to protect me during such a critical stage of my life have made all the difference, transforming what could have been a stressful and exhausting period into one I am navigating with a sense of calm. Yet, as I reflect on my own experience, I am well aware that this is a privilege, one that is not available to many women. There are mothers who, after giving birth, must immediately return to work because their families’ survival depends on their daily income. There are women working in offices where the bosses are more concerned with profit than their welfare. In such environments, maternity leave may be unpaid, flexible work arrangements may be non-existent, and the physical and emotional realities of pregnancy are largely ignored. For these women, pregnancy is a balancing act in which any misstep could jeopardise both health and livelihood. The disparity in experience between women who have support and those who do not is striking. It is easy to take my situation for granted, to forget how exceptional it is to have paid leave, health coverage, and flexible work hours. And yet, these are not luxuries in the truest sense. They are necessities if women are to remain healthy and productive both at work and at home. Looking beyond my own experience, it is clear that there are lessons to be learned from other countries that have implemented comprehensive systems to support working mothers. In Sweden, for instance, parents share nearly 16 months of paid leave, with benefits available even to low-income workers. The country also provides heavily subsidised childcare, enabling women to return to work without fear of compromising their family’s well-being. In Germany and France, job protection and social insurance guarantee maternity pay, and even small businesses receive support to accommodate employees during pregnancy, ensuring that financial and institutional barriers do not force women out of the workforce. In middle-income countries such as Brazil, maternity leave is complemented by cash transfers and community-based programmes that specifically target women in informal sectors or low-income households. These initiatives recognise that workplace policies alone cannot reach everyone, and that social support mechanisms are crucial to ensuring that all women, not just those in formal employment, have the opportunity to care for themselves and their children. Across these examples is a commitment to treating pregnancy as a shared societal responsibility, not an individual burden. In Rwanda, progress has been made. Maternity leave of 14 weeks is mandated for most civil servants, employees in civil society organisations and some private sector players. Community-based health (Mutuelle de Santé) and other insurance covers exist to reduce out-of-pocket expenses for healthcare. However, gaps remain, particularly for women working in informal sectors or in workplaces where enforcement is weak. Many mothers have no option but to return to work immediately after giving birth, often facing grueling schedules and minimal support, simply because survival depends on their income. This illustrates that while supportive workplaces and policies exist, they are not universal, and millions of women continue to navigate pregnancy under conditions that would be considered unbearable elsewhere. As we celebrate Women’s Month, we also celebrate progress. However, true equality requires that we recognise and address the gaps that leave so many women vulnerable. It requires our government, organisations, and society to create environments where all women, regardless of income or occupation, can thrive during pregnancy and beyond. We must strive to create a world where the privileges I enjoy are no longer exceptions, but the norm. Until that becomes a reality, our celebrations, as joyous as they are, remain incomplete. The author is the Senior Communication Advisor at Health Development Initiative (HDI).

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Women’s Month in a high-pressure job: Recognising privilege and pushing for change