Pregnant, Professional & Present in the Workplace

It's one minute before our department meeting. Everyone is in the conference room. I've been preparing for days, excited to share new ideas that can ramp up our productivity. I'd like nothing more than to join them, but there is a firm pressure in my lower abdomen that tells me I need to head to the facilities instead.

Chalk it up to a case of bad timing/poor planning? Not so fast, there's more to it than that. The real answer is: my pregnant body doesn't abide by meeting times, it has a schedule all of its own.

Ladies, you may know that scenario all too well. Gentlemen, hear me out.

Yes, I know, pregnancy is a quandary. It’s a nine-month rollercoaster with joyous highs and distressing lows. Inserting it into our work life, though? That’s a whole different story. And one we likely go through alone. Think of your own workplace. How many pregnant professionals are there? Not many, I assume.

We already know women face an imbalance of power in the workforce. Break that demographic down even further to pregnant women and we’re at a greater disadvantage. But we should be rejoicing because we have laws in place to protect us. Let me drop some of that law right here.

The Pregnancy Discrimination Act forbids discrimination based on pregnancy when it comes to employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits and any other condition of employment (U.S. Equal Employment Opportunity Commission).

Pretty good, right? Yet, pregnant women may still feel uneasy when it comes to counting on their employers and their colleagues for fair, quality treatment.

Odalis Zumaya, currently 33 weeks with her first child and a former law firm receptionist, faced a pivotal moment in both her profession and pregnancy at the rise of COVID-19.

She, along with others, was furloughed in March. Weeks later when asked to come back, she knew she had an important decision to make.

“I was scared about going back because you never know what could happen. My husband and I both agreed, the most I could do was go back part time.”

Zumaya called the firm back and shared this solution. To her surprise, they countered with an even better offer, that of working from home. Immediately she agreed. The law firm reps concluded the conversation saying they would call her back on Monday.

“I was excited because I would still be able to work at least into my eighth month,” she said. “But they never called me back.”

In short, the law firm ghosted her.

Fortunately, there are employers who proactively demonstrate value and respect to their pregnant employees.

Monica Davis, currently 24 weeks with her second child and an auditor for the federal government, worked from home part time to begin with when pregnant with her first. Closer to her due date, she made the ask to work remotely full time.

“With the distance, traffic, and being so big at the time, driving into Dallas wasn’t safe in general. Being pregnant, the steering wheel was right on my tummy,” Davis said. “I had to think of the safety of myself and my unborn child.”

Because her agency valued her performance, they agreed. Now pregnant with her second child, Davis continues to enjoy this benefit. Though she does feel for women whose companies are not quite as flexible.

“Sometimes, it’s like you have to choose between work and family,” she said. “Pregnancy is a huge part of your life. It takes over your life, but it’s not like we become lazy.”

Far from it, actually.

Pregnant professionals undergo more responsibilities than their non-pregnant colleagues. In addition to their work performance, they balance doctor’s appointments, prenatal instructions, birth delivery preparations, insurance coverage, family arrangements and much more.

In fact, pregnancy might even help women expand their organizational, time management, and delegating skills. Plus, they strengthen their intuition, grow their emotional intelligence, and cultivate a knack for planning ahead—the fitting description of a strong leader.

Of course, there is a caveat. If pregnant professionals don’t have that room to grow (no pun intended), their jobs become more challenging. 

As an employer or as a peer, you can help alleviate hardships by extending workplace accommodations, allowing for amplified flexibility, and exercising patience. Above all, make sure you express how much you value them.

Think of it this way: it takes a special person to follow orders from an undeveloped being smaller than her. That is the person you want on your team.