Business 101 March 20, 2026

Balancing Child-Rearing and Career Growth

Filipinas own two-thirds of the country’s SMEs, yet they still battle challenges like gender bias and the "double burden" of childcare.

The deliberations on raising a family; the ramifications of a female leader’s actions; the duty to lift fellow businesswomen up – these are among the challenges men don’t face. Female entrepreneurs have to, and they do so every day.

Filipina entrepreneurs own 66% of the country's small and medium enterprises (SMEs), yet many still search for that equilibrium between the personal and the professional.

"I champion mothers returning to the workforce because I understand what they’re going through," said Crissy Rollan, founder of Qubel Group, a human resources (HR) services firm.

Rollan also led the HR teams in Growsari and GoTyme Bank.

“An empowered woman is somebody who recognizes motherhood is not a sacrifice. It is my choice,” she said in a March 17 interview. “I choose, at this life stage, that the most important aspect of my womanhood is to be a present mother.”

It’s all about prioritization and time management, she told The Business Manual.

Returning to Work After Childbirth

Women of child-bearing age often feel like they have to make the choice between starting a business or building a family.

When women do have children, either by choice or happenstance, they choose to leave the workforce at a higher rate than men. A March 2024 study in Behavioral Sciences reported that 24% of surveyed women leave the workforce in the first year of motherhood. “Considering the rather unquestioned expectation for continued work throughout the years to favor career progression, not surprisingly, mothers remain markedly underrepresented in leadership positions,” the report authors wrote.

The likelihood of a woman rejoining the workforce depends on the number of children.

82% of women return to work after the birth of their first or second child; only 67% of women come back after their third or subsequent child.

Other findings demonstrate how adequate support for mothers may allow them to come back to work after bearing children.

"We're not just even talking about gender discrimination," said Monique Ong, CEO of mental wellness app MindNation.

Women compete the same as men but have other demands on top of it, she told The Business Manual in a separate March 17 interview.

As a business owner, Ong did not have the benefit of a maternity leave and went straight back to work after "the anesthesia wore off."

A February 2025 Parenting study by Okorn, et al shows that when offered paid maternity leave, women are more likely to return to the workforce. The return rate for women without paid leave, on the other hand, decreases.

In the Philippines, Republic Act 11210 (The Expanded Maternity Leave Law of 2019) enables mothers to take 105 days of fully paid maternity leave, up from 60 days for normal delivery or 78 days for C-sections.

Single mothers get an additional 15 days of paid leave.

Frequently Asked Questions

Why do mothers leave the workforce at higher rates than fathers during the first year of parenthood?

Mothers often leave due to the "double burden" of childcare expectations and a lack of support for career progression while raising a family. Statistics show that 24% of women exit the workforce within the first year of motherhood, as leadership tracks rarely favor the flexibility parents need. This leads to a marked underrepresentation of women in senior roles compared to their male counterparts.

How does paid maternity leave impact a woman's likelihood of rejoining the workforce?

Adequate paid leave significantly increases the rate of return, whereas women without it are far less likely to resume their careers. In the Philippines, the Expanded Maternity Leave Law provides 105 days of fully paid leave to support this transition. This structural support is essential for maintaining gender diversity in SMEs, where Filipinas already own two-thirds of the market.

What is the "likability penalty" and how does it affect female leaders?

The likability penalty is the social pressure on women to be perceived as agreeable, which often conflicts with the assertiveness required for leadership. Research indicates that 56% of women feel this pressure, leading many to change their speech or withhold opinions to avoid being labeled as "difficult." As more women enter C-suite roles, assertive leadership is becoming more normalized, reducing this psychological burden.

How do female-led businesses create more opportunities for other women?

Female CEOs and business owners are statistically more likely to hire women for senior management and provide equitable employment opportunities. By "holding the door open," successful women use their authority to ensure other female leaders are evaluated fairly and supported. This intentional mentorship and hiring practice are vital for shifting corporate monocultures toward true gender equity.

Why are women-only investment circles necessary for female entrepreneurs?

Women-led businesses are 31% less likely to secure successful funding from traditional investors, who are predominantly male. Establishing female-only investment groups addresses this bias by providing a dedicated capital ecosystem for women founders. This "sharing of the load" ensures that viable female-led enterprises receive the financial support they need to scale and thrive.

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