Even if you’re not a parent, the chances are you’ve heard of the "mum brain" stereotype. It's commonly used to describe the moments of forgetfulness, distraction, or disorganisation that can come with pregnancy or motherhood.
The term is often used to explain the all-too-familiar slip-ups that happen when mums are running on empty — like leaving the keys in the front door, or finding the mail in the fridge.
While it's true that a mother's brain undergoes significant neurobiological changes after having children, research shows that these shifts actually enhance, rather than diminish, cognitive abilities. Yet, the mum brain stereotype still portrays mothers as disoriented and incapable, perpetuating stigma that can negatively impact their professional lives.
Neurological changes — not deficits
It’s common knowledge that hormonal shifts take place during and after pregnancy. But groundbreaking studies show there are also immense structural and functional changes, including alterations to the grey matter in areas of the brain — which persist for years after childbirth. This remodelling helps expectant and new mothers with the demands of parenting, like navigating the schedule of a newborn, and being attuned to their cues.
Although word recall may occasionally go out of the window — particularly during the sleep-deprived period of new motherhood — and you may misplace things, these changes aren’t inherently bad. They’re a side effect of the larger, beneficial alterations taking place.
“While there are cognitive shifts associated with pregnancy and early motherhood, this narrative often overlooks the broader realities of adaptation, resilience, and capability,” says Maria-Teresa Daher-Cusack, occupational psychologist at Health Assured.
“This stereotype carries significant implications for women and workplaces alike. These neurological and hormonal changes are largely adaptive rather than impairing,” explains Daher-Cusack.
“Research suggests that maternal brains undergo restructuring to enhance empathy, multitasking, and problem-solving — skills that are highly valuable in professional settings. If you have worked in a corporate office environment, you will already know why effectively reading people’s emotions and exhibiting empathy can be quite helpful. It’s a crucial asset for a transformational leader.”
Research has shown pregnant women and new mums are better at facial recognition and reading peoples’ emotions. They’re more alert — an evolutionary quirk designed to keep infants safe.
And the benefits don’t disappear over time, either. According to research by Monash University, adjusting to the complex environment of motherhood may result in a more flexible, adaptable and ultimately more resilient brain, which may offer protection against the effects of ageing.
Adjusting to the complex environment of motherhood may result in a more flexible, adaptable and ultimately more resilient brain, according to new research. ·Giulio Fornasar via Getty Images
Motherhood penalty
Despite this, stigma still exists. When we use the term mum brain, it’s rarely in a positive light. It boils down to sexism. Although mums’ brains change, so do the brains of fathers and non-biological caregivers, like foster parents. Yet we rarely hear the phrase "dad brain".
“It’s an easy stereotype that has been repeated for generations,” says Life Coach Directory member Liz Clifton. “It has historically caused a lot of inequality over time but now we get to challenge it and remind everyone that each mum is unique, and gets to be supported fairly at home and work whatever changes their brain may go through,” says Clifton.
Often, this impacts in a negative way, leading to self-doubt, shame and ultimately, stress. “The perception that mothers are less competent or committed can lead to ‘benevolent discrimination,’ where women are given fewer responsibilities under the assumption that they are overwhelmed. It hampers career progression and reinforces gendered biases,” says Daher-Cusack.
The motherhood penalty already means pregnant people and mothers face an uphill battle at work. Up to 74,000 women every year now lose their job for getting pregnant or taking maternity leave, which is an increase of 37% from 54,000 in 2016, according to recent research from Pregnant Then Screwed and Women In Data. A third (35.9%) report being sidelined or demoted.
And this discrimination starts before someone even considers having a family. According to a survey of 862 HR professionals by the Young Women’s Trust, one in 10 say they would be reluctant to hire a woman they thought may go on to start a family.
“In the past I have experienced work places that chose not to hire or even interview women of average child bearing age at all which is obviously unfair and absolutely not the equality that so many of us are striving towards,” says Clifton.
Undervaluing women due to the "mum brain" stereotype isn’t just discriminatory, it’s economically detrimental too. “Businesses that sideline women returning from maternity leave risk losing highly skilled talent, which directly impacts productivity and innovation,” says Daher-Cusack.
“If organisations allow it to persist, they create an environment where talented employees may feel unsupported, leading to higher turnover and costly talent gaps. Companies with diverse leadership, including women in decision-making roles, perform better financially and demonstrate higher levels of creativity and problem-solving.”
Reinventing the ‘mum brain’
Reframing the mum brain stereotype, a belief that has lingered for centuries, is no easy feat. However, there are several steps employers can take to make sure women and pregnant people are treated fairly.
All employees — managers, CEOs, directors, and board members alike — should receive education on unconscious bias. One of the most effective ways to minimise bias is by setting clear, objective criteria for decisions related to hiring, promotions, and compensation.
It's equally important for leaders to pause and reflect before finalising any decision — would their judgment remain the same if the individual had a different gender? If not, the decision may be influenced by bias and potentially be discriminatory.
Daher-Cusack adds that it’s helpful to redefine how we assess performance, too. “Instead of relying on outdated measures of productivity like visibility and presenteeism, companies should focus on outcomes and contributions, recognising that flexibility does not equate to reduced performance,” she says.
“Leaders should actively challenge stereotypes in team discussions and performance reviews, ensuring that working mothers are valued for their contributions rather than judged by assumptions.”
Paid parental leave, phased return-to-work programs, and robust childcare support are essential.
And, as always, representation matters. “Having mothers in leadership positions helps challenge misconceptions and create a culture where parental responsibilities are normalised,” says Daher-Cusack.
While cognitive changes occur during motherhood, they don’t mean women are less capable. If anything, they enhance critical skills that are essential in today’s workforce.
By shifting the narrative, and putting in place policies that support working parents, organisations can turn what is often perceived as a challenge into a strategic advantage.
