Navigating Motherhood and Career in China: A Feminist HRD Perspective on Maternity Leave and Workplace Realities

This integrative literature review examines how maternity leave policies intersect with women’s career development in China through the lens of Feminist Human Resource Development (FHRD) and Gendered Organization Theory (GOT). Despite state-backed pronatalist reforms, women continue to face hiring discrimination, stalled promotions, and reintegration challenges following maternity. Drawing on a mix of English- and Chinese-language academic sources, the review highlights how traditional HRD frameworks reinforce structural barriers by privileging uninterrupted, male-normative career paths. Cultural expectations, policy gaps, and organizational practices collectively contribute to the persistence of the motherhood penalty. Based on our research findings, we offer implications for both HRD research and practice. Our analysis calls for HRD systems that actively support career re-entry, integrate caregiving into professional development, and confront cultural and structural inequalities. By reframing maternity as a legitimate and developmental life stage, this study contributes to a more inclusive and justice-oriented approach to HRD in China.