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By: Bridget

Bridget — Wed, 22 Jul 2009 19:48:30 +0000

Thank you so much to everybody who responded to my question. While I’m still not entirely sure what I will do, responders have brought up a lot of important angles and I have a lot to consider.

By: Emily

Emily — Tue, 21 Jul 2009 21:25:12 +0000

Re: Pregnancy – you do not have to reveal you are pregnant when you interview (unless you are obviously showing -at which point there is an elephant in the room!). I think the sensible thing to have the conversation when you indicate that you’d like to accept the job. That way, you are telling them “before” they hire you so you are being up-front with them, but if they end up rescinding the offer, it is certainly beause of your pregnancy and you have legal recourse. I would also tihnk through your plan for your maternity leave so you can
immediately address any concerns there may be about your impending absence. As has been said before, it is illegal for them to inquire about your pregnancy. The flip side is that you should expect that they won’t penalize you for not revealing it after you come on board. (This may not actually be the case, but mothers and expectant mothers have to assert these rights if we want them.)

As I see it, the issue is not so much about “fairness” but, at the risk of sounding – (insert insult here) – the policy is for the good of society. The biggest compliment I received when I was pregnant with my third child was how happy the person was because the world needs more people like me and my husband to have and raise children. We shouldn’t discourage intelligent, responsible, educated women from having children – or make it even harder for them to raise them, even if others have different priorities or make different choices.

Incidentally, I would challenge anyone to compare my work to that of my childless coworkers – developing the skills I need as a mother has certainly only positively affected my professional abilities.

Parents: we get more done before 9 am than most people do all day ! ;-)

By: Betty

Betty — Tue, 21 Jul 2009 08:57:16 +0000

As the very pregnant and proud staff partner of a biglaw I once asked an applicant (who was openly (8 months) and vocally pregnant ) what her childcare arrangements were, out of interest more than anything because I had that day also interviewed my own prospective nanny and innocently and excitedly wanted to share that discussion with a professional woman in the same position.
The ( legal) applicant’s job was to start in 3 weeks and I also felt understandably I thought concerned about someone starting work one week before her due date. However in the end she reassured us that she was so well qualified that I employed her, to start in her discretion, when she felt ready after the birth. We offered the job on the spot and she accepted.We made temporary arrangements re the position in the meantime.
Next day I had a call from the Law Society, to whom she had complained
overnight that we had overemphasised the issue of her pregnancy and stopped her from commencing a job one week before birth! I had my knuckles rapped by the Society for discrimination .
I still don’t know what to think, she started work for us 6 months later at her nomination and is a great employee, but boy, did it take us a while to bond!!!!

By: mkm

mkm — Tue, 21 Jul 2009 03:37:22 +0000

I certainly appreciate the importance of honesty, but at too early a point, I agree with those who said it seemed like a weak offer to bow out. And if you do want to bow out, then why bother interviewing? In my view, that seems like more of what would follow a person around in a close-knit profession, as opposed to taking the maternity leave to which you’re legally entitled.
While I also appreciate the views of those (particularly in hiring roles who are left to search for temporary replacements) who support early, full disclosure, I also wonder what makes us willing to reject the advances made for working women by all those who struggled to get legislation passed for rights we now enjoy. To speak VERY generally, successful men in corporate professions seem more than willing to enjoy the rights and benefits available to them (sick leave, vacation, work travel, compensated training and education, etc.) which leaves me, again, to wonder why we are willing to short ourselves.

By: Delta Sierra

Delta Sierra — Mon, 20 Jul 2009 22:04:18 +0000

Faith – May I share the hard-ass crown with you? I agree with what you’ve said here. I’m at the hiring level now, and would not take kindly to someone coming to me for a job, and then greeting an offer with a pregnancy announcement, if she knew it had obtained when she first applied. If I’d head-hunted her, it might be different, she’d be a know quantity. But someone who came to me looking? No.

By: Jill

Jill — Mon, 20 Jul 2009 20:18:06 +0000

Bridget, Congratulations! I second the advice not to tell your potential employer until you are out of the first trimester. I also think you should wait until you have an offer and then seriously and fairly consider the situation to determine how much of an impact your maternity leave will have on your new job. At this point you’ll probably want to disclose the situation to your potential employer. Then you can gauge their reaction, find out how much support you’re going to get in this situation, and decide if you think it’s fair or even desirable to accept the job.

I don’t think you owe it to anyone to give up on this job by “outing” yourself and essentially offering to bow out before you even have an offer on the table.

Good luck and best wishes for a healthy pregnancy!