March 20, 2006
Does The Boys Club Have Room for a Pregnant Woman?
Recent organizational changes led to Grant being promoted to site leader for a manufacturing company. As Grant assembled his management team, many of the “old guard” were moved into positions of lesser scope and, one by one, left the company. The departures included virtually all of the women who had managerial responsibility under the old regime.
Not surprisingly, the organization was nervous about what the changes meant for them. A climate of fear was pervasive as employees saw Grant’s male friends being moved into positions of power. Many employees began looking for new jobs as they tried to figure out whether Grant liked them or not.
Connie had been at the company for two years and was expecting her first child. Under her previous boss, the work environment was relaxed with emphasis placed on doing good work rather than doing things for the sake of appearances. Employees in her department took breaks when they needed to rather than based on a predetermined schedule. Employees were trusted to do what needed to be done.
As a result of the reorganization, Connie got a new boss who, at Grant’s direction, instituted a more rigid schedule. Be at your desk by 8:00am, a 15 minute break at 10:00am, lunch from 12:00pm to 1:00pm, a 15 minute break at 3:00pm, leave after 5:00pm. Never mind that the work did not require this type of scheduling, these were the new rules.
50% of you should be able to anticipate what one of Connie’s concerns was about the schedule. Being three months pregnant, nature is working on its own schedule and that does not always cooperate with one’s work schedule. Connie was afraid that she was going to get fired if she had to take additional breaks beyond what was allowed in the new schedule.
Come on! You have got to be kidding, right? Nope, I am not kidding. The story is true. Connie’s fear may seem irrational to us, but her fear is real. And the organization, in the way they have managed the change process, has done nothing to allay her concerns or those of other employees.
In managing the change process, the organization has failed to do an adequate job of understanding the consequences of its actions on employee perceptions. When senior women leave the organization or get moved into jobs with lesser responsibility it does not send a positive message to the other 300 women that remain (over 50% of the workforce). If you think people in organizations don’t notice these changes and interpret what it means for them, get real!
If every action has an equal and opposite reaction, organizations would be wise to anticipate what the reactions to a change might be and have a plan for dealing with them. In the absence of credible communication from trusted leaders, employees will make up their own stories about what the truth is and what they should fear. Without safe places where employees can raise their questions and express their concerns without fear of retribution, they will gossip with their peers and update their resumes.
Posted by Greg Robinson at March 20, 2006 03:08 PM
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It seems to me that once again we see another case where both upper management and Grant fails to consider company culture and past leadership style. I don't see anyting in this case that says that there was something broken, which needed fixed, so don't try and fix what is not broken. There is always room for some improvement after you take the time to understand what is happening. Huge mistake on Grant's part, which now may be very costly to the company based on turnover with experienced people leaving.
Posted by: at March 23, 2006 09:04 AM
Why do employees get upset when being asked to work the hours they are being paid for. If these employees were hourly, then why not tell the boss when the work is done and ask for more or if they could punch out.
As for the pregnant employee, there are laws that protect the employee if the employer is that much of a jerk. But I have seen the time when a pregnant employee talked about the baby and being pregnant 40% of the time worked 60% of the time and got paid for 100%. So maybe the employer is not always the bad guy.
Posted by: at March 23, 2006 10:09 AM
I understand Connie's concerns. Even as an HR Manager at my existing company I felt her concerns. I see limited management opportunities for women, especially women with children. When I was expecting my first child I could feel the perception of my abilities change. No longer was I viewed as a valued employee and my career growth has been even further limited. This pressure of this perception caused me to work nearly full time through my maternity leave, 4 days from home 1 from the office. One should not have to feel that they have to prove themselves and work twice as hard to be perceived as a valued member of the workforce.
Although nothing is verbalized this discrimination does exist.
Over the years this has become a hot button for me as I experience the changes in perception as I raise my family and even as I age.
Posted by: Amy at March 23, 2006 10:16 AM
I may be a rarity, however I worked harder and longer hours during my pregancy to fight the perception and prove it can be done and knowing that I would be out for an extended amount of time. I agree not everyone operates that way, however a majority of the professional women I have seen that are pregnant seem to work hard to make sure they leave no lose ends and ensure that they don't return to a mess.
Even upon returning to work, my new work area was no longer private so I need to take an extra break or two to express. I hate taking this time, it feeds into the negative perception. I should not have to feel guilty for taking an extra 15 minutes to provide for my child, I see many of the men taking twice that amount of time in the men's room!
Posted by: Amy at March 23, 2006 10:21 AM
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It seems to me that once again we see another case where both upper management and Grant fails to consider company culture and past leadership style. I don't see anyting in this case that says that there was something broken, which needed fixed, so don't try and fix what is not broken. There is always room for some improvement after you take the time to understand what is happening. Huge mistake on Grant's part, which now may be very costly to the company based on turnover with experienced people leaving.
Why do employees get upset when being asked to work the hours they are being paid for. If these employees were hourly, then why not tell the boss when the work is done and ask for more or if they could punch out.
As for the pregnant employee, there are laws that protect the employee if the employer is that much of a jerk. But I have seen the time when a pregnant employee talked about the baby and being pregnant 40% of the time worked 60% of the time and got paid for 100%. So maybe the employer is not always the bad guy.
I understand Connie's concerns. Even as an HR Manager at my existing company I felt her concerns. I see limited management opportunities for women, especially women with children. When I was expecting my first child I could feel the perception of my abilities change. No longer was I viewed as a valued employee and my career growth has been even further limited. This pressure of this perception caused me to work nearly full time through my maternity leave, 4 days from home 1 from the office. One should not have to feel that they have to prove themselves and work twice as hard to be perceived as a valued member of the workforce.
Although nothing is verbalized this discrimination does exist.
Over the years this has become a hot button for me as I experience the changes in perception as I raise my family and even as I age.
I may be a rarity, however I worked harder and longer hours during my pregancy to fight the perception and prove it can be done and knowing that I would be out for an extended amount of time. I agree not everyone operates that way, however a majority of the professional women I have seen that are pregnant seem to work hard to make sure they leave no lose ends and ensure that they don't return to a mess.
Even upon returning to work, my new work area was no longer private so I need to take an extra break or two to express. I hate taking this time, it feeds into the negative perception. I should not have to feel guilty for taking an extra 15 minutes to provide for my child, I see many of the men taking twice that amount of time in the men's room!
