Post-Maternity Transitions: Empowerment or Exit Strategy? 🤫

I’ve come across situations where female employees at Bosch, after returning from maternity leave, were reassigned to roles that didn’t match their original skill sets—for instance, automation testers being moved into development, or finance admins being placed in support or ticketing roles under difficult managers.

In some cases, it appeared as if this was done intentionally to create discomfort or misalignment, indirectly pressuring the employee to resign.

Has anyone else experienced or observed similar situations? If so, is this how the company supports women returning from maternity leave? I’m genuinely interested in hearing others’ perspectives or experiences.