A woman’s account of an uncomfortable job interview has sparked a discussion about personal boundaries, gender equality and hiring practices in corporate workplaces. Shatakshi Dwivedi recently shared that an HR representative asked whether she was planning to have a baby anytime soon after learning that she was married.
Dwivedi recounted the experience in a video posted on Instagram, questioning the gap between companies’ public messaging about women’s empowerment and the questions women may face during recruitment. The company involved was not identified.
How the Interview Took an Unexpected Turn
According to Dwivedi, the interview initially focused on practical matters, including where she lived and whether travelling to the office would be convenient. She explained that she was comfortable with the commute and mentioned that her husband travelled to the same area.
The conversation then shifted to her marital status. After she confirmed that she had recently married, the HR representative reportedly asked whether she was planning to have a baby soon.
The question caught Dwivedi off guard. She later criticised the practice of asking women about family planning during professional interviews, particularly when organisations publicly promote equal opportunities and empowerment.
Social Media Users Share Similar Experiences
Dwivedi’s account prompted responses from social media users, with several women describing similar experiences during job interviews.
Some said they had been asked when they planned to get married, while others recalled being questioned about having children or managing work alongside childcare responsibilities.
One widely shared reaction highlighted the pattern women can face at different stages of life: unmarried candidates may be asked about marriage plans, married candidates about pregnancy, and mothers about balancing work and family.
Other users said such questions remained uncomfortable and irrelevant to assessing a candidate’s professional abilities.
Why Family Planning Questions Raise Concerns
Job interviews are generally expected to assess a candidate’s skills, experience, qualifications and suitability for a role. Questions about marriage or plans to have children can raise concerns about privacy and whether personal circumstances are influencing hiring decisions.
Critics argue that such questions may reinforce assumptions that women will be less committed to their careers because of marriage or motherhood. They also point out that employers can discuss job-related requirements, working hours and travel expectations without asking candidates to disclose private family plans.
Some social media users, however, argued that employers may worry about staffing arrangements and employee absences. These concerns can be addressed through consistent workplace policies rather than assumptions about an individual candidate’s future.
The Larger Conversation About Women at Work
The incident has renewed discussion about the difference between corporate commitments to gender equality and women’s reported experiences during recruitment.
For many candidates, questions about pregnancy and family planning can create pressure to explain personal decisions that have little connection to their ability to perform a job. The debate also highlights the importance of transparent hiring standards and evaluating applicants on relevant professional criteria.
As the discussion continues online, Dwivedi’s experience has drawn attention to a broader question: how can workplaces support women’s career growth while respecting their privacy and treating candidates fairly?
