"Why do you even have children if you work so much?"
Working mothers often hear this question - especially in cultures in which mothers are seen as central caregivers. Such traditional, historically conservative ideas unconsciously put women under pressure to choose between family and a management position.
Germany and the "raven mother"
In Germany, there is still the term "raven mother", a derogatory term for mothers who work and therefore spend "too little" time with their children. This is based on the idea that the mother, as the main person responsible, should prioritize family tasks. This remains a "sore point" for many women who are committed to their careers and at the same time want to maintain a close bond with their children.
Singapore and the "Tiger Mom"
In Singapore and other Asian cultures, promoting the academic and professional success of children is, as expected, the main task of the mother (the "Tiger Mom"). Many women put their own careers on hold in order to give their children the best opportunities in an extremely competitive environment. Social pressure reinforces this role.
USA and the "Mom Guilt"
In the USA, many working mothers struggle with "mom guilt" - a constant feeling of being torn between career and family. A lack of support structures and high expectations of mothers to be perfect at work and at home often lead to a feeling of inadequacy.
Socialist countries: a different kind of dilemma
In the former and current socialist systems, women's employment was and is firmly anchored in the system and offered or offers them economic independence and social recognition in professional life. Despite this acceptance, the dilemma remains: Women still face high expectations of their role as mothers, while at the same time high demands are placed on their professional performance.
In every culture there are different challenges for mothers who decide to combine family and career.
Why differentiated support is important
In my experience, women in international companies therefore need differentiated support - both from the companies that want to promote their female managers and from their environment: the family and, often very helpful, an external sparring partner.