I returned from maternity leave four months ago and I’m expecting again. I’m extremely nervous about telling my firm. The last time, my work flow mysteriously dried up as soon as I made the announcement because, supposedly, nobody wanted to “overburden” me. When should I announce my pregnancy? There is nothing on this in the firm policies.
— Secretly Preggers
Secretly Preggers, you should disclose your pregnancy when the time is right for you and when you feel comfortable doing so — which in your case, I fear, may be never. Law firm lore is replete with horror stories about female associates disclosing their pregnancy only to feel a distinct chill in the air upon disclosure or when they return from maternity leave. It is unconscionable. And it happens all the time. Law firms generally have an abysmal record when it comes to retaining female associates because they are bad at accommodating working moms.
Hands down the most difficult decision, as a woman, that I had to face in my career was whether to disclose my pregnancy to prospective employers during the interview process. I had decided to interview during the second half of my pregnancy because I did not want to have to worry about finding new employment during or after my mat leave. Knowing when to disclose in that situation was a really tough call which involved balancing my privacy and personal interests against the need for honesty and fairness to the prospective employer. I consulted a labour lawyer who advised that my pregnancy was private information and completely irrelevant to the interview process and it would have been illegal for a prospective employer to refuse to employ me on that basis. However, this did not feel like the “right” thing to do. I opted to disclose as soon as I received an offer. The managing partner of one prospective firm offered warm congratulations, indicated that he took a long-term view of such matters and reassured me that they would pro-rate my mat leave benefits. This spoke volumes about the firm’s culture. Guess which offer I accepted?
My inspirational anecdote illustrates that you should read the signs. Let the prevailing culture inform your decision about when to disclose and, in fact, whether this is the right workplace for you. Take the temperature in your department or team. I remember a female partner boasting about taking a conference call at the hospital during active labour. Whether someone of her ilk is perceived as an unflappable deal warrior or a tragic clown will tell you volumes about what to expect from the firm when you’re expecting. If you have to hide your pregnancy for fear of reprisal or a negative reaction, you’re no doubt even more concerned about what will happen after you return from a second mat leave.
While pregnancies may sometimes involve short-term inconvenience and disruption for a particular project or team, savvy firms see this merely as a temporary, staffing-related cost of doing business. These firms may not recognize the necessity for the perpetuation of the human race, but they know that treating women with respect is an investment in the future of their business. Savvy firms know that it makes good business sense to accommodate women in the short-term in order to reap the long-term benefits of their loyalty and dedication. Does that sound like your firm, Secretly Preggers?
Sandra Rosier is a former Supreme Court of Canada clerk who has worked at large firms in Toronto and Boston. Having come to her senses, Sandra currently practices tax law at a smallish Toronto firm. Her etiquette column for lawyers appears every other Monday at lawandstyle.ca. Got a question for Sandra? Email us.