I recently asked one of our employees to write an article for our recruiting blog about being pregnant during the busiest time of year in public accounting.
Having just completed her second successful pregnancy in the workplace, I wondered what she did (or didn’t do) that made her pregnancy manageable with a heavy workload. I also wanted to learn some new tips to help me in one of my favorite HR roles at the office: workplace pregnancy coach.
When I was pregnant, I was amazed at the number of classes offered at the local hospital.They offered classes on prenatal exercise, childbirth preparation, delivery, breastfeeding, newborn preparation, newborn care, conscious fathering, and even a complete class on car-seat installation and safety! (That one actually came in really handy.)
What classes didn’t I see but really, really needed? How about:
- Managing your Pregnancy at Work (with special emphasis on morning sickness)
- Returning to Work after Maternity Leave and Preparing for International Travel (Have you ever tried to pump enough breast milk for a 3 week trip)?
- Starting a New Job when You’re Breastfeeding (What a way to meet new co-workers!)
- Maintaining High Performance at Work When You’re Only Getting 3 Hours of Interrupted Sleep Each Night
When I was working and pregnant, I struggled with the dilemma over when to tell my employer. I wanted to follow conventional wisdom and wait at least three months, if not more. However, I was struck so hard by morning sickness and fatigue (resulting in later and later morning arrivals) that I felt I had to say something. As it turned out, my boss already suspected, having noticed my water-only consumption during happy hours with co-workers.
Now that I work in Human Resources, I struggle over how much information (or advice) to provide to pregnant moms. Over time, I’ve restricted myself to one piece of advice: if you want full-time infant care in a daycare center, get on every waiting list you can as early as possible. Finding infant daycare is the one detail I see causing my employees the most stress and creating unanticipated delays in their return to work. Otherwise, I’ve let my employees determine how much, or how little, they want to discuss their pregnancy and coping mechanisms with me.
As I read my employee’s article about her workplace pregnancy experience, I was amazed at all of the helpful tips she was able to impart from the simplest things like packing a healthy lunch more often as she neared the end of her pregnancy to her system of scheduling doctor’s appointments, especially the frequent ones in the third trimester. It was a load of great information and I plan on making it available to all of my pregnant employees.
And it made me wonder, should I be doing more for our pregnant employees? There is so much variability in how a pregnancy can affect someone and you can’t assume everyone needs (or wants) special attention, advice, or even a change in their circumstances.
Is your company doing anything to help employees manage their workplace pregnancy? Are you? Why or why not?
Photo credit iStock Photo
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11 Comments
And here is a great resource!
Maternity Leave checklist:
http://www.bluesuitmom.com/career/worktips/maternity.html
Margaret,
Congratulations! Yes, you are right, most articles/tips are targeted towards employees and when they should tell their boss. You’re in a unique position, being the boss, and I think it’s smart for you to be thinking about how best to share the news.
Here’s some things to consider:
• I would tell your three direct reports at the same time or very close together, so that none of them hear it from the other, instead, they get the news directly from you.
• Let your direct reports know that you would like their assistance in planning how your responsibilities will be covered while you are away on maternity leave. You don’t need to come up with a specific plan right away, but it will be reassuring to them to know you are already thinking ahead.
• Tell the rest of your staff and the full Board whenever you are comfortable, just keep in mind that once you have told a few people it is very likely to leak out. You may want to wait until you have passed the 3-month mark, most people understand a mother waiting until after that time to share the news.
• If you want the staff/Board to hear the news directly from you, I would plan on telling them within a short time frame, either all in one day during a staff/Board meeting or in an email, otherwise, the news will just end up in the rumor mill.
Best of luck to you!
This is such a thoughtful discussion, thank you. I found your page because I am nine weeks pregnant and trying to figure out how to best disclose to my workplace. In my situation though, I am the director of the organization. Ive been internet hunting for “pregnant boss” or “how to tell your emplyees you’re pregnant, but i cant find anything. There must be other pregnant bosses out there!
In my situation, i told the associate director and the president of our Board and both are supportive. I am debating telling my other three direct employees, mostly because my morning sickness seems so obvious! But at the same time, I don’t think I’m ready for the entire staff of thirty and the full Board to know yet.
Do you know of any good resources for me, or have any advice?
Thank you!
andrea – i like what Amy and Citi have going. i think general awareness about setting expectations, about giving a bit more understanding and permission to expecting mothers to say when they’ve had enough, or when they can’t put forth the expected effort. i think many managers see pregnancy as an excuse for lower productivity, but truth be told pregnancy and eminent leaves of absence rarely negatively impact the contributions of the mother…in fact, they may positively impact them. most of this (and pretty much everything we do) comes down to awareness, understanding, acceptance, and trust. thx
Earlier this year, my company launched a program called Maternity Matters. I don’t know how many people have taken advantage of it yet, but the program consists of a series of webinars designed to help pregnant, adoptive, and new mothers, as well as the HRs and Managers who support them.
Other benefits that help ease transition back to the workplace include paid pregnancy and adoption leaves; on-site childcare at many of our locations, or subsidized day care costs in areas where on-site childcare is not available; and designated breast-feeding rooms at some locations.
Charlie – I like your comment! What type of infomration would you provide to the ‘clueless’ managers?
[…] Adrea Ballard shares her experiences as a “workplace pregnancy coach” on the Women of HR […]
it’s not the moms or expecting mothers who need the resources, it’s the managers (male or female) who aren’t expecting but need some insight on how best to work with, appreciate, motivative, and support their pregnant employees. talk about clueless!
Working Girl – I totally agree. Especially if we work in companies without established part-time or flextime options, it is important that we help the employee determine ways be creative, propose something that will work for their needs, and then help them clear the barriers and implement.
Stephanie – I *thought* I would have trouble going back to work – and instead found myself chomping at the bit at ten weeks! Amazing how the actual experience of parenthood often turns out to be different than what we imagined.
This is such a great article, and I’d really like to know your colleague’s advice! As I’m planning a pregnancy within the next year, I’m wondering how exactly I’m going to ‘hide’ morning sickness.
I have to say though, I don’t know how new moms can go back to work so soon – in Canada most full-time workers are eligible for a year paid leave (at 60% of their salary or up to approx $850/2 weeks). So I’m looking forward to a year off, and couldn’t imagine having to manage going back to work after only a few months or weeks!
The most important thing you can do to help pregnant employees is discuss their role upon returning. Some women may opt to take minimum maternity leave and come back full power as soon as possible, others may prefer to transition to a quieter, more flexible role so they can be there for their baby. Most women would probably like to keep the same role but with more flexible conditions, such as less travel, working from home, etc., if compromise or creativity are possible Not every company is able to accomodate flexible schedules and career support for new moms, but helping pregnant employees broker their maternity leave and return plans may be the most important help you can give.