Why So Many Women Are Quitting the Workforce: A Crucial Pivot Point

I was reading a recent Time Magazine piece that shared a pretty shocking stat: more than 200,000

women have left the U.S. workforce just this year, and moms of young kids are being hit the hardest. Unfortunately, I can’t say that I’m surprised. Working parents and caregivers are some of the most hard-working and talented members of a workforce.

And here’s the thing: if workplaces don’t adapt, they’re going to keep losing some of their brightest, most loyal talent.

MY MUSE: HOW EMPLOYERS CAN BUILD INCLUSIVE WORKPLACES FOR WOMEN, ESPECIALLY MOTHERS

So what can companies actually do about it? Here are a few things that matter most:

1. Flexibility Has to Be the Norm for Moms

   I recently spoke on a panel at the Asian Corporate and Entrepreneur Leadership Conference about hybrid work models—what works and what doesn’t. For moms, flexibility is often the deciding factor between staying in the workforce or stepping out. I understand some industries can’t fully embrace remote or hybrid work, but in most cases, flexible schedules and hybrid setups make it possible for mothers to balance career and family.

   
   

2. Help With Childcare Isn’t Optional

   When childcare falls apart, so does a parent’s ability to work. Employers that provide subsidies, partner with local providers, or explore on-site childcare aren’t just helping families—they’re protecting their own pipeline of talent.

   
   

3. Stop the Motherhood Penalty

   Moms are often seen as “less ambitious” or “less available,” and that bias shows up in pay, promotions, and hiring decisions. The reality? Moms are some of the most efficient and driven professionals out there. Companies that focus on outcomes over face time will win here.

   
   

4. Rethink Career Paths

   Careers don’t always move in a straight line, especially for parents. Many moms need to step back for

   a season—maybe that means working reduced hours, declining a travel-heavy role, or even taking a short career pause when kids are very young. Too often, workplaces see that as a permanent step “off track.”

   
   

   But here’s the truth: stepping back doesn’t mean stepping away forever. Employers that design flexible career pathways—where employees can slow down and then ramp back up without penalty—create loyalty and keep valuable talent in the pipeline. Imagine if instead of punishing career pauses, companies built systems to support re-entry, training refreshers, and pathways back into leadership. That shift would be game-changing for moms.

   
   

   

   
   

5. Mentorship and Allyship Matter

   When moms feel supported by mentors or sponsors—people who advocate for them and remind them their growth still matters—it changes everything. It keeps them engaged, motivated, and looking ahead.

   
   

6. Lead With Empathy

   Policies are important, but culture is what keeps people. Normalize conversations about caregiving,

   train managers to lead with empathy, and make flexibility feel safe. When moms feel seen, they stay.

   
   

7. Invest in Real Support

   At the beginning of this year, I started partnering with companies across the country and their ERG groups to provide resources like work-life integration webinars, strategies for avoiding burnout, and guidance for reintegrating after maternity leave. The response has been overwhelmingly positive. The reality is, the companies that invest in these kinds of resources are the ones retaining their top talent. Others need to follow suit, especially based on what these recent stats are showing us.

FINAL THOUGHT

The wave of women leaving the workforce isn’t just a “mom problem.” It’s a workplace problem.

Employers who step up with flexibility, childcare support, mentorship, and inclusive cultures aren’t just helping mothers—they’re building stronger, more resilient organizations.

The question is: will companies cling to outdated models, or will they evolve to reflect the real lives of the people who work for them?

Anisha Pandya Patel, Founder of MasalaMommy

Anisha is pregnancy and postpartum coach, corporate well-being consultant, author of Expecting: A Pregnancy Journal, and founder of MasalaMommy. She helps ambitious women navigate early motherhood with confidence, care, and connection—blending holistic wisdom with real-life experience. Through coaching, content, and consulting, she supports both individuals and organizations in creating healthier transitions for working parents. When she’s not working, she’s raising three boys and embracing the beautiful, messy balance of parenting and purpose.

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