Challenges for women’s decision to return to the workforce after childbirth in the banking sector in Sri Lanka

Abstract

Women’s return to the workforce after childbirth remains a persistent challenge in Sri Lanka, where female labor force participation has stagnated at around 30–36% for over three decades, well below male participation rates. This study investigates the specific barriers faced by women in the banking sector, a field with comparatively high female representation yet one that reflects entrenched gender inequalities. Drawing on a positivist paradigm and quantitative methodology, survey data were collected from 384 banking employees who resumed work following maternity leave. The study examines five key factors childcare facilities, flexible working arrangements, workplace bias, loss of professional networks, and societal expectations—and their influence on women’s decision to return to work. Findings reveal that all five variables show statistically significant but weak correlations, suggesting that no single factor independently determines women’s post-maternity employment decisions. Instead, the interplay of organizational, cultural, and societal elements collectively shapes workforce reintegration. Workplace discrimination, disrupted professional networks, and traditional gender expectations remain major obstacles to women’s career continuity and advancement. The research highlights that organizational interventions such as on-site childcare, transparent and flexible leave policies, anti-bias training, and mentorship programs can meaningfully support women’s return to work. Furthermore, societal awareness initiatives and inclusive government policies are essential to challenge cultural norms and promote equitable caregiving roles. By focusing on Sri Lanka’s banking sector, this study underscores the need for holistic, family-friendly workplace practices and supportive policy frameworks to enhance female labor participation and contribute to sustainable organizational and economic development.