“Pregnancy” is not a bad word

Image Courtesy of “Think Progress”

After being pregnant three times over the past seven years, I have seen, heard, and endured things that have both shocked me and made me angry. For starters, there are far too many employers that are still treating pregnancy as if it is a cardinal sin and a complete undoing to their business. Having children whether as an older more tenured employee or an early careerist is a life decision that need not be vetted or agreed with by an employer. Certainly, there are the usual considerations of the inevitable impact of having children depending on where you are in your career; but they are just that- considerations.

Consider this instead:

*The U.S. is one of only 4 countries that doesn’t offer paid leave to new mothers — the others are Papua New Guinea, Swaziland, and Lesotho.

*Having a baby is a leading cause of “poverty spells” in the U.S. — when income dips below what’s needed for basic living expenses.

When you are notified by an employee that they are pregnant, they haven’t just given you their resignation simultaneously. Pregnant women are not only capable of continuing their duties (unless sickness and or the physical nature of their job interfere), but they are worthy of having your support as an employer.

As a new business owner, I would like to impart some food-for thought for dealing with pregnancy in general and pregnant employees:

  1. Stop saying dumb things to your pregnant employees. If you are hesitant to say what you’re thinking or you are unsure; do yourself a favor and be quiet.
  2. Be kind. In as much as pregnant women are willing and capable, a little compassion can go a long way.  Ask them how they are feeling. If they are struggling during the first trimester or beyond; allow some leniency. It’s that whole do onto others philosophy.
  3. Did you also know?  *51% of new mothers lack any paid leave so some take unpaid leave, some quit, some even lose their jobs. If you can help it, get out of this third-world mentality that exists in the US and offer your female employees a dose of relief in the way of a paid maternity leave, the ability to phase-back to work, short-term disability etc.
  4. While said employee is on leave, do your best to refrain from contacting her regarding work related things or anything in general. Maternity leave is supposed to be a time for healing, bonding, and family. Respect the employee’s time.
  5. Lastly, if there are concerns about adequate time and the like- communicate your concern, but don’t over communicate. There are dr.’s appointments, unforeseen sicknesses, etc. Again, if this is a good employee do your best to work through these hurdles. In business, there are always workarounds whether you want to openly admit it or not).
  6. Don’t forget your male employees. They are becoming dads too and may need your support as well.

Pregnant women are not second-class citizens. You do not have to fundamentally agree with the act of childbearing or its timing but you do have an obligation to respect the decision and support your employees as best you can.

Every year Working Mother.com compiles a list of the best 100 companies for the working mother. One of their requirements for application acceptance is that they offer at least one week of paid family leave or they must be on their way to implementing some sort of paid maternity leave. The list is great and proof that nothing I said here is pie-in-the-sky. Check the list of companies out here.

Here’s a wacky bonus tip: don’t touch your pregnant employee unless you ask. I once had a manager push in my protruding belly button because she thought it was odd and cute. Please stop doing these things. It doesn’t bode well for anyone involved.

What are some innovative arrangements or policies you have implemented to support your pregnant or even new mother employees?

*Statistics from MomRising.org- http://www.momsrising.org/issues_and_resources/maternity

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