Please, activate it in the options of your browser. Create a Job Alert. Simplify your job search. Get emails of the newest jobs posted and be the first to apply. Job Title. Email Address. Privacy Policy. No Thanks Sign Me Up. Career and Job Advice Get the Job. A pregnancy is a big deal for the soon-to-be mother, but should hiring managers care? Here, we sort out the best practices for interviewing while pregnant.
Usually, when an employer is filling a position, they have a clear and immediate need for someone to fill the role. In the United States, The Pregnancy Discrimination Act makes it illegal for a hiring manager to discriminate against you based on your pregnancy. Theoretically, pregnancy shouldn't be a factor in a hiring decision, unless it will obviously prevent the prospective employee from being able to do the work.
You aren't legally obligated to tell your prospective employer that you are expecting, and your employer isn't allowed to ask about it. There is one exception though, which is for employers with fewer than 15 employees — they are exempt from the Act due to their small size. So, the legal groundwork is straightforward. But as one might expect, real life is more complex than legal theory. That explains why experts disagree on the right course of action for those who find themselves in these waters.
Some say that you shouldn't bring up your pregnancy in an interview, especially if you aren't showing. Their position makes sense. After all, pregnancy is a temporary condition that isn't relevant to your professional qualifications.
The job should simply go to the best candidate, pregnant or not. Others believe it's best to be upfront and provide full disclosure during the interview and hiring process. In addition to getting all the details of your situation, your prospective employer also gets an opportunity to observe how you handle a tough conversation, which could actually improve your odds of getting an offer. And, should the employer be unwilling to hire a professional that has or will soon have a child, you may reconsider wanting to work there in the first place.
Finally, there are some who advocate for the middle ground. Don't volunteer the pregnancy disclosure during the interview process, but do bring it up before accepting the offer.
This path gives you the added advantage of having an opportunity to review the benefits package and better understand what flex time, time off, maternity leave, and subsidized child-care options you will have if you choose to accept the position. Having clarified the legal aspects of the situation, let's dive into real-life applications and decision blueprints. Predictably, there is no one right answer for everyone.
Here's what you should consider:. In practical terms, your pregnancy and upcoming birth will, without question, temporarily affect your potential employer. The degree of that impact will depend on your position, the size of the company, your and your baby's health as you go through the pregnancy and delivery, and the timing of your maternity leave. For example, a company with thousands of employees is likely to have procedures, workflows, and backups in place to cover your absence during prenatal medical appointments and family leave.
On the other hand, a company with only 10 employees may have a harder time managing without you because you effectively represent 10 percent of its workforce. Consider also whether the demands of the position are affected by seasonality holiday season in retail, tax season in an accounting firm, and so on. Your comfort level with discussing your pregnancy is a major factor in the decision, as well.
Some women who are interviewing during the early months of the pregnancy may not be thrilled with the idea of disclosing their status before they've safely made it to the second trimester.
You may need more time to figure out the logistics of what your work life will look like after the baby. Remember that you have no more legal obligation to disclose your pregnancy than to volunteer the rest of your medical history, so don't let anyone pressure you into a conversation you aren't ready for.
When looking at the situation from the employer's point of view, concerns can typically be grouped into two categories. First, how will everyone manage your absences due to prenatal appointments, the possibility of bedrest in late-term pregnancy, and maternity leave? Second, what are the chances that you won't return to work after your maternity leave?
The challenge is that employers are limited in what questions they are allowed to ask. In fact, most candidates will have addressed this prior to accepting the offer. The vast majority of Darden alumnae who ask us about interviewing while pregnant make the decision to wait until after the baby is born to pursue a new role.
When faced with potentially a shorter maternity leave with a new employer, different health benefits and a new baby, it often seems easier to wait until the baby has arrived and maternity leave has been taken to contemplate a potential move. However, Abi explained why she chose to keep interviewing while pregnant. Instead, I took an attitude that I will deal with things as they come.
In my instance, I had been job searching prior to being pregnant and continued with the same process after I became pregnant. The only thing that really shifted for me after getting pregnant was that I then started considering benefits, leave policies, FMLA, commute and daycare opportunities near my work while considering the job role or opportunity. In addition to dealing with things as they came, I also strategized several times with my Alumni Career Services coach to ensure that I was thinking through the options and approach I was taking.
Another Darden alumnae who declined to interview at a new company due to her pregnancy explained her alternate view.
0コメント