Last night I caught up for a drink with a girlfriend, Sally (not her real name), who has recently returned to work for her employer of 11 years, in a part-time capacity, after having her second baby. And now she is questioning her worth.

You see since returning, she has a new boss, new team members, and is the only part-timer in the team. All the work and clients she previously managed are going to a colleague 13 years her junior – because he is not invisible – and her bonus was halved with no explanation as to why, even though the company has just had a booming year. She’s also returned to work earlier than many of the other mums in her mums group.

So if you’ve ever felt judged by your decisions before, it simply doesn’t rate a mention until you return to work after maternity leave.

"I just don't know how you're doing it" is not actually meant as a compliment. Via HBO.

We all need to address outdated stereotypes.

One report released this week found that many working mothers are working 80 hour weeks, when you include unpaid work, compared with the average of 58 hours a week for a CEO.

For as long as women conform to the the 1950s housewife test from parenting peers, while doing their darndest to pretend to their colleagues that they can continue to fit the 'ideal worker' stereotype (the Australian Human Rights Commission defined it as 'a male with no caring responsibilities and able to work 24/7'), then the next Supporting Working Parents prevalence survey, scheduled for 2017, will revert with exactly the same findings as the last:

Watch Ann Sherry, CEO of Carnival Australia, discuss being a mum in the workplace. Post continues after video...

Competent women leave because they have no confidence in their managers.

While Sally attributed her manager's behaviour to "unconscious bias", I'd be more likely to classify it as discrimination. My assessment of Sally is that she is a flight risk, and her employer should be concerned that they are about to see all of that talent, potential and intellectual property walk out the door. And what's more, her employer is unlikely to be given an opportunity to address it, because Sally will probably join the 91% of women who don't report discrimination - there's a risk to calling it out. It's one of those situations where her 'confidence' is not an indicator of competence. But confidence is most certainly one of the underlying reasons why she won't be taking the issue up with her manager - because she has absolutely no confidence in his ability to address the situation.

If only she'd not politely declined the opportunity to manage her career and pregnancy the Grace Papers way (because she thought she knew how to do it second time round)...we take tall poppies and grow and empower them to address situations just like this, so they don't get cut down. And if only her workplace recognised the entrenched norm within its leadership ranks: all the men have stay at home wives, so there is a strong limiting belief within the culture as to whether a working mother can really do what she says she can do.

Watch what Astrid had to say about our programs...

Prue Gilbert is a mum of 3, social entrepreneur and CEO of Grace Papers, the tech start-up disrupting the way we manage career and pregnancy for GOOD!