Why do many women still face career setbacks after parental leave—and what can organizations do to change this? This bachelor’s thesis explores one of the most pressing challenges in today’s workplace: the persistent career barriers faced by mothers despite ongoing efforts toward gender equality.
At the center is inclusive leadership, a modern leadership approach that promotes diversity, fairness, and individual support. The study demonstrates how inclusive leadership can ease mothers’ return to work, reduce structural barriers, and enable sustainable career growth.
By bridging leadership, gender, and career research, this thesis offers fresh insights into an underexplored area. It highlights when and how leadership truly makes a difference—and why inclusive leadership is not just an ideal, but a strategic advantage for organizations.
A compelling read for anyone interested in modern leadership, diversity, and the future of work.
Warum geraten viele Frauen nach der Elternzeit beruflich ins Hintertreffen – und was können Unternehmen konkret dagegen tun? Diese Bachelorarbeit beleuchtet eines der zentralen Probleme moderner Arbeitswelten: die anhaltenden Karrierebarrieren für Mütter trotz formaler Gleichstellung.
Im Fokus steht das Konzept des Inclusive Leadership – ein Führungsansatz, der gezielt Vielfalt, Chancengleichheit und individuelle Bedürfnisse fördert. Die Arbeit zeigt, wie inklusive Führung den Wiedereinstieg von Müttern erleichtert, strukturelle Hürden abbaut und nachhaltige Karriereentwicklung ermöglicht.
Durch die Verbindung von Gender-, Karriere- und Führungsforschung liefert die Studie neue Einblicke in ein bislang wenig erforschtes Themenfeld. Sie zeigt praxisnah, unter welchen Bedingungen Führungskräfte einen echten Unterschied machen können – und warum inklusive Führung nicht nur ein Ideal, sondern ein strategischer Erfolgsfaktor für Unternehmen ist.
Ein Muss für alle, die sich mit moderner Führung, Gleichstellung und nachhaltigem Talentmanagement beschäftigen.
Table of Contents
1. Introduction
2. Theoretical Background
2.1 Motherhood and Career Progression
2.2 Re-entry Practices and Career Support
2.3 Inclusive Leadership in a Literature Context
2.4 Interplay of Inclusive Leadership and Mothers’ Career Progression
2.5 Core Theoretical Frameworks
2.5.1 Inclusive Leadership Theory
2.5.2 Kaleidoscope Career Model
2.5.3 Role Congruity Theory
2.5.4 Gendered Organizations Theory
3. Current State of Research
3.1 Identification, Screening, and Inclusion of Literature
3.2 Key Findings from the Reviewed Literature
3.2.1 Supporting Inclusive Leadership Practices
3.2.2 Barriers and Challenges for Career Advancement
3.2.3 Leadership Perception and Organizational Culture
3.3 Discussion of the Results
4. Conclusion
Research Objectives and Core Themes
This thesis examines the intersection of inclusive leadership and the post-parental career progression of mothers. It aims to identify how leadership practices can mitigate systemic barriers and support equitable professional reintegration by evaluating current literature through a multi-level theoretical lens.
- Systemic analysis of the "motherhood penalty" and its impact on career trajectories.
- Evaluation of inclusive leadership as a strategic tool for organizational change.
- Examination of structural, cultural, and individual barriers in the reintegration process.
- Integration of core theoretical frameworks: Inclusive Leadership Theory, Kaleidoscope Career Model, Role Congruity Theory, and Gendered Organizations Theory.
- Development of insights to inform future organizational practice and professional development.
Excerpt from the Book
2.1 Motherhood and Career Progression
“The most significant career decision a woman makes is whether and when to have children” (Slaughter, 2012, para. 20).
This statement by Anne-Marie Slaughter (2012) highlights a well-known and persistently unresolved phenomenon in today’s gender and career dynamics. Motherhood is consistently identified as one of the most critical factors in shaping women’s professional trajectories (Budig and England, 2001). This intersection of gender, parenthood, and professional career development has recently gained growing attention within organizational research (Glauber, 2025).
A central concept that has emerged in this context is the so-called “motherhood penalty,” first introduced by Budig and England (2001). It refers to the systematic disadvantages mothers face in the labor market compared to their childless (female) colleagues.
Summary of Chapters
1. Introduction: This chapter contextualizes the challenges of balancing professional ambitions with family responsibilities and defines the central research question regarding the role of inclusive leadership in mothers' career progression.
2. Theoretical Background: This section provides the conceptual foundation by reviewing literature on motherhood and careers, re-entry practices, and detailing four key theoretical frameworks: Inclusive Leadership Theory, the Kaleidoscope Career Model, Role Congruity Theory, and Gendered Organizations Theory.
3. Current State of Research: This chapter details the methodology of the systematic literature review and presents the findings across three thematic clusters: supportive practices, barriers to advancement, and the influence of organizational culture.
4. Conclusion: The final chapter summarizes the thesis's findings, arguing that inclusive leadership serves as a vital strategic lever for organizational transformation and equality when properly embedded in systemic frameworks.
Keywords
Inclusive Leadership, Motherhood Penalty, Career Progression, Parental Leave, Reintegration, Gender Equality, Organizational Culture, Kaleidoscope Career Model, Role Congruity Theory, Gendered Organizations Theory, Mentoring, Structural Barriers, Professional Development.
Frequently Asked Questions
What is the primary subject of this research paper?
The paper explores the intersection between inclusive leadership and the professional career advancement of mothers returning to work after parental leave.
What are the main thematic areas covered in the work?
The study focuses on systemic career barriers (the motherhood penalty), the role of supportive leadership practices, the influence of organizational culture, and the necessity of structural changes within companies.
What is the central research question of this study?
The research seeks to answer: "What role does inclusive leadership play in mothers’ career progression after parental leave?"
Which scientific methodology was applied?
The author conducted a systematic literature review (SLR) based on the methodology proposed by Tranfield et al. (2003), screening academic databases including Springer Link, Scopus, Science Direct, JSTOR, and Web of Science.
What is the focus of the main body of the work?
The main body establishes a theoretical foundation using four specific frameworks and subsequently analyzes empirical findings from existing literature to categorize mechanisms that either hinder or facilitate a mother's career reintegration.
Which keywords best characterize this academic work?
Key terms include Inclusive Leadership, Motherhood Penalty, Career Progression, Reintegration, Gender Equality, and Organizational Culture.
How does the Kaleidoscope Career Model (KCM) contribute to this study?
The KCM provides a career-focused lens that explains how mothers navigate their professional decisions post-parental leave through the balancing of authenticity, balance, and challenge.
What is the core argument regarding "Inclusive Leadership" in the conclusion?
The study argues that inclusive leadership should not be viewed merely as an individual behavioral trait but as a core strategic infrastructure necessary for sustainable talent development and long-term gender equity.
- Arbeit zitieren
- Marina Ruopp (Autor:in), 2025, Inclusive leadership and the Return to Work after Parental Leave, München, GRIN Verlag, https://www.grin.com/document/1715965
