How a Supportive Workplace Policy Prepped me for Maternity Leave

Written by Tiarra Hamlett, Parento's Director of Marketing + Brand. Originally shared on LinkedIn.

As a geriatric pregnancy (ugh, a term the medical world chooses to use, despite the fact that women are choosing to start families and have children later in life), I have many, many doctor appointments. My age, combined with a few high risk factors, means I see a specialist every two weeks, undergo neonatal stress tests and ultrasounds weekly, all alongside my standard prenatal care.

While this is exhausting - physically and emotionally - I’m also thankful to live out the textbook definition of work-life integration. I put blocks on my calendar, notify teams when needed, set up an away message on Slack, and that’s it; there is no big fuss over it, no hoops to jump through to get my time approved, no passive aggressive Slack messages asking where I am.

(As of January 1st, birthing employees in New York State can access up to 20 hours of paid prenatal leave in addition to their existing sick leave - an added resource for those without such flexible workplaces.)

As a second-time mom-to-be, this pregnancy experience has been drastically different than my first.  These changes have profoundly impacted my journey:

I work fully remote.

Whereas in my previous pregnancy I commuted from the Bronx to Brooklyn, I now enjoy the flexibility of working from home, whether that’s the dining room, the living room, and even, occasionally, my bed. This change in how, and where, I work has allowed me to prioritize my health.

• I eat healthier lunches.
• I put my feet up.
• I feel drastically less stressed, leading to, likely, better labor and delivery outcomes for me and my baby. My odds of going into preterm labor and risk of c-section delivery are decreased.
• I spend time with and get to enjoy my family during the week. My mornings and evenings are no longer spent commuting. I am able to equally participate in childcare responsibilities: morning drop-off, afternoon pick-ups, joining in on the many elementary school events.
• I feel prepared to have the baby whenever - without worrying about the commute to my hospital, parking, will my husband make it in time, etc.

My employer does not micromanage my day-to-day tasks or schedule.

My output and performance, and ability to meet responsibilities and deadlines, is the marker of my commitment to work, not whether or not I’m available from 9:01 to 4:59pm. This level of trust, built over time, gives me confidence and autonomy to plan my week to meet my needs as a full-time mother and as a full-time professional.

• Mom guilt does not govern my workday. Working without the guilt that I’m missing my daughter’s childhood or day-to-day routines, has made me a more loyal employee. I can focus throughout the day and know that if I step out to be a mother, I have flexibility to catch up on projects or to-dos after hours.
• I feel trusted and respected at work. My commitment to my career is not being questioned or critically analyzed. I trust that I will be considered equally alongside my peers for promotions and that being a working mom is not a detriment or strike against me.

My colleagues are excited for me and my upcoming parental leave.

My parental leave is not viewed as a burden they have to shoulder or an inconvenience.

• We have systems in place. As a small startup, losing just one person can throw a wrench in operations and efficacy. To prepare for my upcoming leave, we’ve already discussed and outlined a reduction in work for my department, shifted responsibilities, and set realistic expectations. We’re not expecting business as usual, but adjusting for the smaller team.
• My boundaries will be respected. When I went on leave seven years ago, my boundaries were not respected: I received text messages at all hours, emails, even phone calls asking if I read said emails.  I was expected to still work - yes, for real - and be a “team player.” I’m confident that now my boundaries will be respected and that my parental leave will not be viewed as a vacation, but as recovery work.

Being able to recover and bond with my new baby is invaluable to me and my family.

It is not lost on me that access to paid parental leave is still a privilege in the U.S. Only 27% of private sector employees have access to any form of paid parental leave, with 72% feeling that they are penalized for starting a family.

The vast majority of parents only take two weeks of parental leave, returning to work prematurely, risking rehospitalization, and likely turning over at work because of a lack of support.

Thank you Parento for investing in your employees, and for promoting healthier workplaces for all working parents. I’m honored to work here.