1. Change the narrative: From career setback to opportunity
Stephanie emphasized that pregnancy should not be seen as a career setback, but as an opportunity for growth. Her research showed that many women felt more confident as working mothers, especially around the one-year mark. Many felt that knowing this in advance could have helped them navigate early uncertainties more easily.
HR tip: Shift the narrative in your organization by celebrating parenthood as a strength. Invest in programs like career coaching to support employees as they embark on the parenting journey, particularly through parental leave, to help them with pre-leave planning that sets them up for success when they return to work.
2. Foster a culture of open communication
Stephanie emphasized that communication is a skill. Her "magic triangle" framework highlights the importance of strong communication between HR, managers, and employees. Each pregnancy experience is unique, and employees' communication needs will vary. For example, some may openly share their fertility journey, while others prefer privacy—but both deserve support.
HR tip: Create a culture of trust where employees feel comfortable sharing their needs. Guide managers on how to handle personal conversations with sensitivity and flexibility, adapt to an individual’s communication style, and respect each employee’s preference for privacy or openness.
3. Train managers to address bias
Stephanie shared a powerful quote in her book from one of the women she interviewed: "I was worried about bad intentions hurting me. I wasn’t worried about good intentions."
Even well-meaning managers can unintentionally harm pregnant employees due to unconscious biases. It’s crucial to recognize and address these biases to ensure that employees feel valued and supported.
HR tip: Train managers to identify and eliminate biases, especially around pregnancy and parenthood. Offering formal manager training programs that gives tactical guidance on how they can support parents before, during and after they take parental leave will help them avoid assumptions about a parent’s commitment or capability, and empower them to create an inclusive, supportive environment.
Supporting pregnant employees isn’t just the right thing to do—it’s a smart retention strategy. By reshaping perceptions, promoting open communication and training managers, HR leaders can build a culture where parents thrive—benefiting both employees and the organization.
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