Category: blog

Keith and Maura are work colleagues in similar roles. Keith negotiated confidently for his salary, citing his prior earnings as a starting point. Because Maura had a 1-year career break on her resume, the company offered her 8% less than it originally offered Keith. Afraid that her offer might be rescinded if she pushed too hard, Maura was not as assertive as Keith and agreed to the lower salary. 

This is one example of the gender pay gap — a persistent and pervasive problem that affects women of all backgrounds, ages, and levels of education. On average, women workers make 83 cents for every dollar a man makes. But as they rise in the ranks, the pay gap increases. Female managers and supervisors earn 83 cents, directors 82 cents, and executives make 72 cents on the dollar. Women may enter the workplace at a lower wage, and then work disruptions like maternity and caregiving leave play a role. 

The pay gap is not only unjust — it’s also bad for the economy, society, and a company’s performance. It reduces women’s income, wealth, and economic security, which in turn affects their health and well-being. It also limits women’s opportunities and potential, hampering their contribution to a company’s innovation and productivity. It’s important to note that diverse teams have been proven to make better decisions and to boost the bottom line — so it’s in an employer’s best interest to take action.

According to the World Economic Forum, it will take 169 years to close the global gender pay gap at the current rate of progress. But fortunately there are concrete steps corporate leaders can take now to avoid this disparity while also lowering the company’s legal risk. Let’s take a look.

Set new employees’ starting pay without regard to their prior pay. One of the factors that contributes to the gender pay gap is the history of discrimination and undervaluation of women’s work in the labor market. Women often start their careers with lower salaries than men, and this gap widens over time as they face fewer raises, bonuses, and promotions. To break this cycle, base your new hires’ pay on the value of the job, the skills and qualifications required, and the market rate, rather than on their previous or expected salary. And avoid asking candidates about their salary history or expectations, since this can lead to anchoring bias and perpetuate the problem.

Adjust your existing employees’ pay to match new employees’ pay for the same job. Setting fair and transparent pay for new employees is just part of the equation. You also need to address any existing inequities among your current staff. Regularly review and update your compensation practices to ensure all employees are paid equitably for the same or comparable work, and that there are no unjustified or discriminatory gaps based on gender or other factors. Communicate openly with your employees about how their pay is determined and how they can advance in their careers.

Establish an objective compensation policy. Lack of clear and consistent criteria for setting and adjusting pay can result in arbitrary and subjective decisions that favor some employees over others. So don’t leave it to the hiring manager’s discretion. Develop and implement a policy that defines the roles, responsibilities, and expectations for each job, the methods and sources for determining the level and pay range, and the procedures and criteria for granting raises, bonuses, and incentives. Train and monitor your hiring managers to ensure that they follow the policy and apply it fairly and consistently to all employees.

Reject affinity bias. Affinity bias is the common tendency to like, trust, and favor people who are similar to ourselves. It creates a homogenous culture in the workplace, where men are more likely to hire, mentor, and promote other men, and women are more likely to face barriers, challenges, and isolation. To overcome this, foster a diverse and inclusive culture in your organization, where people of all genders and backgrounds are valued, respected, and supported. Encourage and facilitate cross-gender collaboration, networking, and mentoring, and ensure that women have equal access to opportunities.

Make sure assignments and promotions are offered equitably. The type and quality of work assigned also contributes to the gender pay gap. Women often face a double bind: they are either assigned less challenging and visible tasks that limit their exposure and advancement, or they are assigned more demanding and stressful tasks that increase their workload and burnout. They are also less likely to receive credit and recognition for their contributions, and more likely to face backlash and criticism for their achievements. So make sure your employees are assigned and evaluated based on their skills, performance, and potential, rather than their gender or other demographics. Provide constructive feedback and recognition, and reward them for their results and impact.

Offer the same parental leave and caregiving benefits to all employees. Unequal distribution of unpaid work and care responsibilities between men and women is another contributing factor. Women often bear the primary or sole responsibility for taking care of children, elderly, or sick relatives, which affects their availability and flexibility at work. They also face more workplace bias for juggling their work and family roles, and penalties for taking time off or reducing their hours. To address this, provide equal and adequate parental leave and caregiving benefits to all your employees, regardless of their gender or marital status. Also create a supportive and flexible work environment, so your employees can meet both their personal and professional needs. Just as importantly, encourage and enable both women and men to share the work and care responsibilities, and to take full advantage of the benefits and flexibility available to them.

Conduct an annual pay equity audit and analysis. One of the most important steps toward closing the gender pay gap in your organization is to measure and monitor it regularly. Regularly collect and compare employee salary data and identify and explain any disparities based on gender or other factors. Also measure the impact and effectiveness of your policies and practices on pay equity, and address any weaknesses. Then communicate your results and the actions you have taken or will take to close the gaps.

Make your pay scale public. Another way to promote pay equity in your organization is to make your pay scale public and transparent. This means that you disclose and share salaries and pay-setting policies with your internal and external stakeholders. This can help you increase the trust and confidence of your employees, customers, investors, and partners, and demonstrate your commitment to pay equity. It can also help you attract and retain more diverse and talented employees, and enhance your reputation and competitiveness in the market.

Allow employees to talk about their wages. A common barrier to pay equity is the lack of information and awareness among employees about their own and others’ pay. Many employees do not know how much they are paid compared to their peers or counterparts, or whether they are paid fairly and equally for their work. Many employers also discourage or prohibit employees from discussing or disclosing their wages, either explicitly or implicitly, which creates a culture of secrecy and silence around pay. To address this, allow and encourage your employees to talk about their wages, and to seek and share information and feedback on their pay. You should also educate your employees about their rights and responsibilities regarding pay equity, and the resources and support systems available to them.

Encourage ERGs and other affinity groups to help determine pay policy. Employee Resource Groups (ERGs) and other affinity groups are voluntary and employee-led organizations that bring together workers who share a common identity, such as gender, race, disability, or LGBTQ+. These groups can play a vital role in advancing pay equity by providing a platform and voice for your employees to express their needs, concerns, and suggestions regarding pay and other issues. They can help you design and implement your pay policies and practices by providing input, feedback, and recommendations based on their perspectives and experiences. And they can help you communicate and engage with their members around these issues.

Realize that pay equity is not only about gender parity. Finally, recognize and acknowledge that pay equity is not only about gender parity, but also about intersectionality and inclusion. For some people, different forms of discrimination, such as sexism, racism, ableism, and homophobia, can overlap and interact to create unique and compounded disadvantages, so it’s important to make sure that all people are valued, respected, and supported in the workplace, regardless of their identity, background, or circumstance. To achieve pay equity, do address the gender pay gap —  but also the racial pay gap, the disability pay gap, the LGBTQ+ pay gap, and any others that affect your employees. Handle all of it together, ensuring that your pay policies and practices are inclusive and responsive to your employees’ diverse and specific needs.

Who’s got this work-thing wrapped up and so completely under control that you never need to ask anyone for suggestions or advice? 

Anyone? 

Us either. 

In our journeys towards personal and professional success, we can all benefit from a support system. You’ve probably heard that coaches, mentors and champions (also known as sponsors) can provide guidance and encouragement. But how do you know what you need at any given time? Let’s take a look at each one, the differences between them, and why all three are important for working women, in particular.

The Coach

Have you ever thought it might be nice to have a strategic partner by your side to help you identify and tackle your personal and professional goals? Enter the coach! Think of them as your reliable ally, offering support, guidance, and feedback to help you navigate challenges, make informed decisions, and achieve your desired outcomes. They’re not just advisors; they’re the professionals who show you the ropes in the most efficient and polished manner, assisting you in honing your talents. A coach’s expertise makes you better equipped to handle workplace challenges and reach your true potential. Coaching is typically a paid service, an investment in yourself that can yield significant returns.

Here are some benefits:

Skill enhancement. Coaches provide specific feedback to build skills and address weaknesses.

Goal setting. They help in setting and achieving realistic, measurable goals.

Accountability. Coaches keep you accountable for your actions, which helps you work toward your goals with discipline.

There are many types of coaches, and here are a few that provide support at the crossroads of work and life:

• Career coaches help you grow in your current role, guide career decisions, and advise on work-life integration.
• Entrepreneurship coaches support you in building a business. 
• Executive / leadership coaches enhance your leadership skills at work.
• Life coaches focus on personal growth and relationships, self-worth and self-confidence, and taking action towards living a life with purpose.

Consider this scenario: you’ve been laid off from your most recent position, you’re feeling a bit uncertain and not-so-confident about your career prospects, and think you might like to pursue a different type of role or industry. That’s where a career coach comes in. They’ll team up with you to assess your skills and interests, focus your sights on the right role and type of company, boost your confidence, sharpen your interviewing skills, and craft a strategic plan for attacking your job search. From updating your resume to refining your networking skills, they’ve got you covered. Think of them as your career makeover partner, guiding you through a seamless transition. 

Or let’s say you’ve been in the same company for a few years and are hoping for a promotion into a leadership role. An executive coach could work with you to evaluate and hone your executive presence, identify opportunities both inside and outside of your workplace where you can demonstrate your authority, and help you level up your leadership game.

So how do you find the right person to work with? Start by researching coaches in your industry on platforms like LinkedIn, or explore online coaching platforms like BetterUp and WRK/360. You can also ask around at industry events, conferences, or workshops where coaches often hang out.

Once you identify someone you’d like to consider working with, schedule a consultation — it’s like grabbing a coffee to see if you click. Discuss your goals, their approach, and see if it feels like a good fit. Ask for client testimonials or case studies to check their track record. Think of it as doing your due diligence. And if you want more info, you can check out this article for extra insights on how and when to choose a coach. 

The Mentor

Wouldn’t it be great to have a career guide who’s been there? That’s the essence of a mentor — someone with a treasure trove of career experience, both successes and setbacks, ready to share their lessons learned. Imagine reaching out to this wise person for valuable advice, constructive feedback, organizational know-how, inspiration and encouragement. 

Here’s the key. For this mentor-mentee relationship to flourish, there has to be openness and honesty on both sides. It’s like having a heart-to-heart with a trusted friend who genuinely cares about your success. The cool part? Most mentors do this out of the goodness of their hearts and see it as an opportunity to give back.

Key benefits include:

Wisdom transfer. Mentors share valuable insights and lessons learned from their own career journeys.

Networking. They can introduce you to valuable connections within their networks.

Longevity. Mentorship often develops into a long-term, mutually beneficial relationship.

Mentorship can take various forms, ranging from formal arrangements within organizations to informal relationships developed through networking or personal connections. Mentors may be found in diverse settings, including the workplace, educational institutions, community organizations, or social circles.

Let’s say you’re a working mom who’s constantly juggling, with a goal of leveling up to a leadership role without dropping any balls. Cue the potential mentor — another working mom, a seasoned player in the senior management game.

This mentor is your go-to guru. At regularly scheduled meetups (which can be in person or virtual), you’ll have the opportunity to ask your questions. And she’s all about spilling the secrets on networking, building a supportive team, and mastering the corporate maze. 

At the same time, mentorship is a 2-way relationship. Show your mentor you have their back by demonstrating interest in their lives and sharing information, news or insights that will help them in their own roles. 

Finding the perfect mentor is like searching for your career confidante. Sometimes a mentorship relationship develops naturally. But if you need to actively seek one, start off by spotting the stars in your organization or industry whose career stories vibe with your goals. Look for those mentors who not only possess qualities you admire but also have the time to invest in your mentorship journey.

If you’re aiming for an in-house mentor, hit up internal networking events, mentorship programs, or affinity groups. And if you’re looking for someone outside your current company, platforms like LinkedIn, industry events, and your alumni network can be treasure troves for finding potential mentors. There are also established organizations that can match you with a mentor — you can find them at liftery.com/resources!

Once you’ve found your desired mentor match, graciously ask them for a 30-minute coffee or video chat, taking care to clearly and succinctly explain why you’re seeking their wisdom and how your needs and interests align with their expertise. In this first meeting, ask how they achieved [whatever it is you’d like to emulate] and listen. If the vibes are good during this first meeting, you can ask for another… and eventually suggest making it a regular gig, like a catch-up every month. 

For more details, dive into this article for an extra dose of mentorship insight. 

The Champion

Ever heard of champions or sponsors? They’re like your personal hype squad, actively cheering for your success both in public and behind the scenes. These amazing folks use their influence to strategically place seasoned professionals — like you — in the perfect spot at just the right time.

Why? Because they’ve seen you in action, tackling situations like a pro, and knocking goals out of the park with the perfect approach and timing. They have you on their radars and when the time’s right, they’re ready to sing your praises as the perfect candidate for that coveted project, role, or promotion. Isn’t it awesome to have someone out there actively rooting for your success? We think so too! 

Here’s why having a champion is crucial:

Visibility. Champions promote your achievements, ensuring you get the recognition you deserve.

Opportunity Matching. Because they’re at the table where new initiatives are discussed, they tell you about related opportunities for advancement and how to go get ’em.

Advocacy. They actively recommend you for plum projects or roles.

While coaches focus on goal setting and skill development, and mentors provide guidance based on personal experiences, champions actively advocate for an individual’s success. Champions are particularly known for their public support and proactive efforts in promoting the interests and achievements of the person they champion. 

Let’s say you’re a determined software engineer with your eyes set on a leadership role. Sarah, a respected senior manager, has noticed your great work in the past. You decide to reach out, sharing your career goals. Sarah’s not just impressed; she becomes your advocate. Because she’s in the room where the decisions are made, she recommends you for key projects and even offers valuable pointers along the way. Thanks to Sarah’s sponsorship, you land that coveted leadership position.

Finding your real-life champion can be an organic process, where your good work catches the eye of someone influential in your organization. Or it can take some intentionality. 

If you’re in the latter camp, start out by keeping an eye out for leaders who recognize potential and have a history of supporting others. Look for the well-connected and respected ones within your organization — ideally those with the influence to make things happen. They’re the ones you want in your corner.

Now, the key. Do good work and make it visible to them. Take on impactful projects and ensure your achievements are on their radar.

Engage with these potential sponsors. Seek their advice on challenges and get feedback on your work. It’s about building a connection and letting them see your potential.

You’re the architect of finding and securing the right champions. Once you’ve got them, keep them in the loop. Provide all the info they need to champion you in meetings and negotiations that take place behind closed doors.

For more insights, check out this article.

Why Women Should Actively Seek Career Support

We all know that women are ambitious and just as dedicated to their careers as men are. But we also know that there are hurdles that women in particular need to jump over in order to achieve the same upward mobility. McKinsey’s recent Women in the Workplace report points out the typical broken ladder and glass ceiling moments — women stuck in junior roles, feeling overqualified, and notably underrepresented at the C-suite level, where only one in four leaders are women, and women of color represent just one in 16.

Focusing on leadership readiness with a coach, making good use of a mentor’s tangible advice and contacts, and having the internal support of a respected sponsor can help you ascend through the typical trouble spots. And as you do so, consider being that mentor or champion for a woman who’s your junior.

Because here’s the coolest part. This is not just about individual growth. By having these awesome figures in your corner — and by being that awesome figure for an up-and-comer — you’re personally contributing toward building a workplace that mirrors diversity, counters historical gender imbalances… and experiences greater profitability as a result.

 

Having spent more than two decades in the IT sector steering teams, overseeing projects, and confronting the challenges posed by the ever-evolving technical landscape, it’s fair to say that I’ve had my share of both failures and successes. And from both, I’ve emerged with many learnings. To give you a head start in your own leadership journey, I’m sharing some of the things I wish I’d known when I started my career.

What is leadership?

Leadership involves much more than simply issuing directives. It requires a delicate balance of skills, openness to feedback from a variety of sources, and the ability to identify and draw valuable lessons from the chaotic buzz that surrounds us. True leadership necessitates the ability to inspire, encourage, and guide others toward a common goal.

Leadership doesn’t occur in a vacuum. It happens in the dynamic environment of an organization, a team, or a project. True leaders can detect patterns, extract significant lessons, and use these insights to make educated decisions amid a frenzy of actions and constant noise.

Leadership isn’t about the destination. It’s also about the journey — and the people traveling with you. Effective leaders recognize that the people they lead are just as important as the goals they pursue. They place importance not only on the assignments at hand but also on the growth and well-being of their team members. Building strong, collaborative, and motivated teams is a leader’s top objective.

Leadership isn’t about success. It’s a multidimensional journey that includes both success and failure. It entails not only steering a course toward goals but also accepting feedback from various sources. Effective leaders are not threatened by feedback; instead, they actively seek it out and use it to refine their approaches. It requires adaptability, the ability to learn from mistakes, and a focus on developing and nurturing others. 

The principles below guide my leadership strategy. They’re my compass in navigating both challenges and opportunities, they anchor me in purpose, and they inform my decisions and activities.

My top five principles of leadership

1. People tend to remember your latest accomplishments — so it’s vital to keep up a strong, consistent performance.
2. A collaborative workplace requires the establishment of a proficient and balanced team.
3. Your reputation is crucial, as it influences trust and the willingness of others to listen and act on your advice.
4. You need to stay optimistic in the face of challenges to effectively inspire and lead a team.
5. While talent is important, character plays an equally significant role in achieving success, as employers promote candidates who possess the right values, a positive attitude, a hunger for learning, and who fit the company culture.

I firmly believe that these five things — consistent performance, teamwork, reputation, optimism, and character — form a critical foundation for a successful leadership career. 

Now let’s take a look at some action items.

Ten actionable strategies to drive your success

Actively think about your next project now. Be intentional in planning for your future experiences and growth, and don’t passively wait for opportunities to land in your lap. Start by setting short term goals that lead you toward your longer term objective. As you reach each milestone, celebrate and allow your growing confidence to carry over into your next endeavor. I discovered that the more deeply I involved myself in a project, the more creative and idea-generating I became. So invest thought cycles into making sure that your projects are leading you in a direction you want to pursue.

Don’t be afraid of failure. Back in school, I was studious but timid. I worried about what my peers would say if I contributed ideas or asked questions in class. But failing and seeking answers are both necessary steps in the learning process. If something’s on your mind, speak up. Your idea might be accepted or rejected, but both are okay. Embrace failure, as that’s when you truly discover success.

Absolutely negotiate. I discovered the power of negotiation when I came to North America. I was keenly aware of my status as an immigrant, and at first, I was afraid of being thrown out of the country. As I became more comfortable with life in the United States, I started seeing it as a place of opportunity. This new mindset helped me begin to value myself, my skillset and my time, which I channeled into my budding negotiation skills. And I have been using them to shape my career ever since. Artful negotiation takes time, practice, self-confidence, and instinct. So start working on it now.

Find an advocate. Growing up, we are taught that hard work will be rewarded. I have found in my career that this is not the case. It is who you know, as well as what you know that will advance your career. The tech industry, my stomping ground, is still dominated by men, and I have needed to overcome plenty of obstacles, especially as an immigrant. I have become frustrated watching perfectly qualified, talented women become disillusioned and leave the industry, never to return. Women succeed when they support each other. And if you’re the only woman in the room, then turn to a male ally. Find yourself an advocate who has your best interests in mind and vouches for you behind closed doors.

You may look different from your peers, but you have just as much value. I have sat in many meetings where I have been the only brown-skinned woman in the room. It can feel lonely. But every time I feel like an imposter, I remind myself of all the hard work and sacrifice that got me here. Regardless of the path we take to reach our destination, we’re all sitting around the same table with our shared commitment to the project at hand.

As a manager, I recognize and celebrate that everyone has their own unique perspective. All are valuable, and we need to create a supportive environment where everyone feels comfortable enough to speak up. Having team members with diverse backgrounds at the table makes for better decisions. Just make sure your team is focused on your similarities and common goals.

Success will come and go, and that’s okay. Success is not a solid destination but more of a feeling. You feel that sense of pride and fulfillment when you achieve something — and then it disappears. But the ebb and flow of success is normal. The key is to use each success as a building block for the next one and to let your learnings motivate you to rise to another challenge. As my career has progressed, I’ve realized it is not about that elusive feeling of success. It is about building a life solid enough to withstand the currents. Surround yourself with loved ones, and you can do anything.

Do not compare your success to others’. You are the only one who can define your success. I am a goal-oriented person. My leadership superpower is my ability to motivate my teams to unite and focus on achieving a common objective. I feel a sense of accomplishment when a project’s milestones are achieved, and when my team is able to collaborate without me. Your feeling of success might come in meeting a goal. Or it might be triggered by a new position with a corner office. Or something else entirely. You get to decide.

It’s not just the giant leaps that count. Sometimes your dreams can feel so far away. You know what you want and have a plan to get there, but life can get in the way. Break down your dreams into small goals. When you achieve each goal, celebrate it. But also listen to your inner voice to identify the kind of life you want at each stage. Sometimes it is okay to say no to advancement because of the time it takes away from your family. Work hard, and other opportunities will come your way. 

Dreams have no end. The wonderful thing about dreams is they have no expiration date. And they often materialize when you least expect, sometimes in an unanticipated form. To achieve them, relax and work on yourself. Nothing else. The impact of the work you are doing today may not be fully realized for weeks, even months. Remember that life is a journey. Enjoy the process and learn from it.

It’s never too late to start a new journey. When I was working in the United States, I shared rides with someone who had been in the armed forces for 15 years. Despite having no prior expertise or knowledge of the IT industry, he boldly became a developer and excelled. His bravery in trying something completely new was incredibly motivating, reminding us that age should never be an impediment to reaching our goals. It is never too late to start over.

Success is not about an elusive destination but rather the journey. Celebrate the small steps and your own unique victories. Strive to chart and embrace the path that leads to your fulfillment — a narrative written by your personal definition of success.

 

Neelima Mangal is an IT executive, entrepreneur, diversity advocate, and the author of Climb, Lead, Succeed. She was nominated for the Forbes Tech Council 2023 Thought Leadership Exchange — Top20 Published Member as well as the Top 50 Most Powerful Women in Tech 2022 from the US-based Tech Inclusion Committee. She also hosts The Power of Women in the World of Tech podcast, holds a nomination for Scrum Board Member, and has earned accolades like WOI22’s Authentic Leader award and Women of Inspiration. You can reach her on LinkedIn.

 

Young women are considering egg freezing more and more often. I am too — but why? Do we fear career stagnation at an early age? Are our biological clocks making us nervous? Or is it just fear of the growing infertility rate, especially as we advance in age? And if we decide to pursue it, what are the financial ramifications?

Let’s start with the basics.

What is egg freezing? 

Oocyte cryopreservation for non-medical reasons, known as egg freezing, has enhanced the reproductive autonomy of women by allowing us to delay childbearing while preserving the possibility of maintaining a biological relation with our future kids. 

The general process involves three steps: ovulation induction, egg retrieval and egg freezing.

In ovulation induction, synthetic hormones are injected at the start of the menstrual cycle to stimulate the ovaries. This ensures they produce multiple eggs instead of the single egg that is usually produced every month. The follicles (small fluid-filled sacs in the ovaries that release eggs) are ready for egg retrieval after about 8 to 14 days. At this point, hcG hormones or other medications are injected to help mature the eggs. 

Egg retrieval is a short procedure carried out under sedation. The most common method used for the purpose is transvaginal ultrasound aspiration. In this approach, an ultrasound probe introduced into the vagina identifies the follicles. Then a needle is passed through the vagina to reach the follicle, where a suction device attached to the needle removes multiple eggs from the follicle. 

Egg freezing involves retrieving the unfertilized eggs and then cooling them to a sub-zero temperature so that all their biological activities stop and they can be preserved for future use. To prevent ice crystal formation during the freezing process, substances called cryoprotectants may be used. Proper freezing of eggs is important because if not preserved correctly, it can impact the chances of a successful pregnancy.

Egg freezing is a costly procedure, with expenses typically ranging from $5,000 to over $20,000 for a single cycle. Costs vary based on the fertility clinic and medications used. But even so, the popularity of the process is increasing. Between 2019 and 2021, in the UK there was a nearly 64% increase in egg storage cycles. And in the US, the number of egg-freezing cycles grew from 16,786 in 2020 to 24,558 in 2022, a marked 31% increase in fertility preservation treatment.

Meanwhile, the topic of egg freezing has nearly 75 million views on TikTok, so those of younger ages are being exposed to the trend. In fact, nearly three in five surveyed Gen Zers and millennials admitted to being worried about their fertility.

What motivates women to freeze their eggs?

With needles and sedation involved, the motivation to undergo this procedure must be pretty strong. What’s driving women to do this? 

For some, it’s a sense of control and freedom. Actress Priyanka Chopra, for example, said, “I felt such freedom, I did it in my early thirties and I could continue on an ambitious warpath, I wanted to achieve and I wanted to get to a certain place in my career. Also, I had not met the person with whom I wanted to have children.” 

Similarly, British TV personality Vicki Pattinson shared, “It has taken the pressure off loads. We are planning a wedding and we want to enjoy married life. This has given us the luxury of time and options.” She adds, “I had spent my whole life in a rush to be loved so I could do all the things I thought a woman was meant to do but now I’m doing things when they are right for me so I feel really empowered.”

Sara Jacobs, a member of the House of Representatives, decided to freeze her eggs in her late twenties to ensure she would be able to become a parent alongside her highly demanding career. A co-sponsor for the Access to Infertility Treatment and Care Act, she asserts, “Egg freezing is very expensive, and it shouldn’t be limited to those who can afford it. It’s about ensuring prospective parents can choose when and if to start a family.”

And there are medical justifications as well. Actress Emma Roberts froze her eggs to preserve fertility when diagnosed with endometriosis, a condition where tissue similar to the lining of the uterus grows outside the uterus, causing severe pain in the pelvis and making it harder to get pregnant.

Dr. David Adamson, founder, chairman and CEO of ARC Fertility, described the situations he commonly encounters in his practice. “Many decide to freeze their eggs so they can finish their education or advance their careers before having children. It’s also a choice for those facing cancer treatments that could affect their fertility or medical treatments that might harm their egg quality. Some women freeze their eggs because they haven’t found the right partner yet but want to have kids later, while others are waiting until they’re more financially ready. For some, egg freezing is a valuable option when they’re dealing with health issues or other situations that make having a child right now difficult.”

What surprised me is how many women in my age group and network, primarily working in the tech industry and in their late twenties, are considering freezing their eggs as well. They have various reasons, like uncertain career stability, timing, and the challenge of relocating to different countries. The major hurdle for them is the high cost of the procedure — but they also note that there’s often a stigma attached to egg freezing, and in places like China and Turkey, unmarried women face restrictions. This shows that the ability to freeze eggs is not only a financial privilege but also influenced by cultural norms, highlighting the continued need for more accessible reproductive options for women.

Is the motherhood penalty to blame?

The motherhood penalty stems from a stereotypical view that women are primary caregivers and have a duty to stay at home and raise their children. Based on the assumption that mothers are often distracted by their kids, those who choose to work may be seen as less competent or less committed to their jobs. The motherhood penalty affects many aspects of a woman’s career, such as earnings, ability to get hired, evaluations, and promotions. And fear of discrimination may cause some women to delay having children until their careers are more established — thus making egg freezing more attractive. 

According to National Health Statistics Reports, the trend of delayed childbearing — having a first child at 35 or older — has risen significantly. It increased ninefold between 1972 and 2012 and continues to rise.

In fact, having a first child at an older age may improve women’s wages and career paths. Studies and data have shown that women who reach executive levels with higher earnings before having their first child may have a better chance of maintaining their career success post-kids. 

Even so, Carol Fishman Cohen, CEO and co-founder of return-to-work program provider iRelaunch, counsels women against waiting for the “right time” professionally to have children, insisting that “no time is perfect. Women we have heard from over the years regretted trying to time their pregnancies strategically from a career perspective.” The longer they waited, the more likely they would be facing high risk pregnancies and related problems.

Does offering egg freezing as a workplace benefit really empower women?

Despite the costs, as of 2020, almost one in five (19%) large U.S. employers offered egg freezing benefits to their employees. That’s up from only 6% in 2015. However, new research published in the Journal of Applied Psychology found that egg freezing benefits can send a negative signal to employees and prospective employees. The problem is that some feel the company is encouraging employees to freeze eggs so they can work more years unencumbered by pregnancy and child-rearing. So the benefit can inadvertently signal that the organization pressures workers to sacrifice their personal lives. 

But the researchers don’t suggest that companies scrap their egg-freezing policies. “Despite the negative reactions egg freezing coverage evokes, our work does not imply organizations should not offer the policy; it is likely a valued benefit for employees who would like to freeze their eggs and could not otherwise afford to do so.” While it can be seen as an empowering option, it’s essential for corporate leaders to take steps to ensure that this benefit is not misinterpreted as pressure to prioritize work over family.

According to Dr. Adamson, “most companies include egg freezing benefits with other fertility-related benefits. They do so to be inclusive and comprehensive in their offering and also equitable. As such, more people are now seeing egg freezing benefits as a positive reflection of the company’s commitment to the reproductive needs of their workforce.”

In pursuit of both family and career

Ideally, women would simply have kids when it felt right, there would be childcare resources to help us once we resumed our jobs, employers would welcome us back without bias and with open arms, and we’d continue to be paid what we’re worth. But since that’s not the case just yet, egg freezing plays an important role in allowing women to gain some control over our reproductive future. It’s not about choosing between career and family; it’s about empowering women to pursue both. By promoting inclusive family-forming benefits and challenging stereotypes, together, we can make reproductive choices a reality.

Shivangi Mehra is an Associate at Liftery and founder of Limitless Stree, an initiative to empower women and girls in India. She also serves as the Research Mentor for young researchers at UNESCO. She can be reached via LinkedIn.

 

I overthink my LinkedIn profile photo. I don’t know if it’s a woman-thing or a me-thing, but I’m always feeling I should somehow find a better one. I guess I could just stick my hand out and take a selfie on a day when I’m wearing makeup and my hair doesn’t look too limp or too wiry. Or I could pay someone to take one for me. But even if I outsourced, I’d still need to find the photographer, schedule the session, primp and figure out what to wear… and pay for it… without knowing with any certainty that the session will produce the perfect LinkedIn headshot. And seeing that LinkedIn profiles with a photo get 21x more views than those without, a good photo is a must-have.

So what even is a good LinkedIn photo?

Given the nature of the platform, you’d think the main objective would be to look professional. Okay, so no cleavage. But what else? Should we smile broadly to emanate warmth and friendliness? Or would a fainter grin make us look more knowledgeable and authoritative? Should we look straight at the camera or select a more artsy angled shot? Do we go for a bright lip color to make a statement or keep our makeup more understated and natural with the hope of seeming more approachable? 

The best look for you likely depends on your industry, the role you’re in (or in the case of job seekers, the role you’re aspiring to), and perhaps your personal style or brand. An investment banker will dress and pose differently from an engineer, a school teacher, or the head of a creative studio, for example. 

Across all professions, a smile will make you appear more friendly and measurably bump up your likability factor. And if you’re on the hunt for a new opportunity, hiring managers — perhaps subconsciously — could be more likely to reach out to someone who seems pleasant to work with. Of course, if you promote yourself as an artist or brooding deep thinker (whether a writer, sculptor, musician, actor, or a tenured academic), you may choose to forego the smile to reinforce your personal brand. 

Regardless of your facial expression, keep your background plain — a white wall works just fine, as does a background remover app after the fact. Use natural light if possible. And a selfie taken with the camera slightly higher than your face is usually more flattering than shots taken from below. 

If that weren’t enough to remember, research has shown that as women in the workplace, it behooves us to look attractive, yet not too attractive. And we definitely don’t want to look too old. Ageism is real. 

Creating the perfect LinkedIn headshot certainly takes some thought and intention. Which easily explains why I think about upgrading my headshot, and never do so. 

But there’s actually another way to go about this. Recent advances in generative artificial intelligence have sprung a multitude of headshot apps. You submit snapshots of yourself from your phone’s photo roll, and anywhere from an hour to a couple days later, you’ll receive a portfolio of AI-generated headshots to choose from. Compared to the price of a 1:1 photo session, it’s extremely affordable too, especially considering that you don’t need to have your hair done or buy a power suit. Some women are lucky enough to score a shot or two they’re really happy with — that look like a better, more polished version of themselves. The perfect hairdo, as if they’d just stepped out of the salon. The perfect blouse + blazer combo — decidedly unstuffy, with a little flair. The perfect smile that inspires confidence. You get the idea.

And others have giggled uncontrollably at images returned with zero resemblance. Sporting a disjointed limb, or extra ones. And oftentimes, larger, perkier breasts. (Although $39.99 is a great price for a boob job, you can’t ignore the many manifestations of gender bias in AI.) 

I can’t help but wonder, though. What happens if your AI-produced photo is perfect — but doesn’t look like you? If the runway look and chiseled features that the AI graciously bestows on you aren’t at all realistic? Will new acquaintances be baffled or even disappointed when you appear on Zoom — or in person! — looking a lot like… yourself? 

Privacy is another consideration, and the various apps have different policies. It seems that most do use your AI likeness to train their learning models. This is what helps the service continually improve over time. But you can usually delete both your original photos as well as your AI-produced images at any time. 

Even with these caveats, there’s one fabulous reason to give it a whirl — the hours you can save by NOT having to plan and prepare to capture a professional-looking photo. 

If you’d like to try it, whether for your LinkedIn profile or just a good laugh, here are a few mom-tested apps to consider:

Try It On AI. You submit 10-20 good quality cellphone selfies and a few hours later, receive 100 headshots to choose from. Like most AI image generators, you may notice extra limbs, fingers or teeth, though most users do score a few usable gems. $17, no refunds.

Aragon AI. Upload 14 photos to receive images with multiple backgrounds and poses in less than an hour. Privacy-friendly. $29.99 for 40 headshots and $39.99 for 80. They do grant refunds if you don’t find anything you like.

Secta Labs. Submit 25-35 photos of yourself to get 300 headshots a few hours later. The price includes two retries and some slick editing/retouching tools you can use to perfect your photos. If even that doesn’t yield a headshot you like, they’ll refund you. $49.

Dreamwave AI. Upload just 8 images and get 120 headshots two hours later, with both formal and casual poses and a nice variety of backgrounds. Privacy friendly. No refunds. $39.

StudioShot AI. Upload 10-20 images, and 2 days later, you’ll receive 50 hand-retouched photos for $29.25. They don’t offer refunds, but they do offer to manually touch up your photos again and again until you’re happy with the result.

A few general AI headshot hints:

• The better the photos that you submit, the better the result. This does not mean that you need to look picture-perfect. It means that you should be plainly visible and in sharp focus.
• The AI will do best if you submit shots in different outfits, lighting, angles, and locations.
• As a precaution, you may want to avoid wearing a hat in the photos you submit.
• You’ll notice that each app requires a different number of photos and has its own instructions for selecting photos to submit. For best results, follow the app’s rules, and when a range is given for the number of photos required, upload more than the minimum number.

Whether you’re choosing between selfies, a photographer’s photos, AI headshots, or a mix, you can use a photo tester site like https://www.photofeeler.com/ for feedback. Or better yet, go with your gut and upload the one that you feel best represents your fabulous professional self. (Just don’t forget to crop out any extra body parts first.)

 

 

My parents didn’t get divorced until I was 11, but I have been the child of a single mother for far longer. Both my parents worked through my adolescence, but it was my mom who planned my birthdays, who volunteered at school, who took care of me. She was the one who always felt the pressure of my childhood needs, and the guilt that came from her inability to balance all of my requests and a full time job. The divorce was a long time coming, but that didn’t stop it from being one of the hardest years of my life. Not for the reasons that most would assume, but because it made me realize how lonely the prior years before the divorce had been.

Divorce guilt is increasingly common in mothers, especially as divorce becomes more accessible to households with cultures that don’t condone it. My mom spent years raising me alongside my dad because of her fear about how a divorce would affect me. The truth is that my parents’ divorce was the beginning of so much happiness in my life. And since that time, my relationships with my family, friends, and myself have been filled with so much personal fulfillment. I know how to set boundaries, how to put myself first, and how to recognize a draining connection. The divorce taught me the difference between a healthy and unhealthy relationship. If my parents had continued to be together, I would have grown up thinking that marriage and love are synonymous with arguments and isolation. 

The stigma behind divorce comes from a place of misogyny. Society generally assumes that depriving a child of a father and a united home is a burden that the mother must bear. That her wish for divorce is selfish. In reality, divorce is putting your children first. It’s taking them out of a toxic household. It’s teaching them that they can leave bad relationships and be happy. It’s showing them how to take charge of their own lives, and never put someone else’s happiness above their own.

If there is one thing that a parent must do in the face of a divorce, it is to disassociate the marital problems from the children on any and every level. The only time my parents’ divorce felt like a negative aspect of my life was when relatives in India — culturally unaccustomed to divorce — looked down on my family because of the separation. The whispers are still going strong seven years later, but I know that they have nothing to do with me or my relationship with either of my parents. This is because my mom explained my extended family’s likely disapproval the second the divorce happened. Giving your children the knowledge they need to adjust to this new dynamic is crucial to their achieving and maintaining happiness. 

Overarchingly, communication is the key factor in every stage of the divorce. From the second it has been brought up between partners, the children should be involved to some extent. You may think that it can remain a secret, but children will pick up on any shift within the household. It is critical to explain or educate them about the situation, rather than allow them to speculate and come to the common conclusion that they caused the problems. Furthermore, when the divorce happens, children need to be part of the decisions that come along with it. The first few weeks after the divorce, I felt lost because so many things were left unclear to me. Vacations, my extracurriculars, Christmas, and my birthday all felt like my responsibility because neither parent had told me what the schedule was. I began to spiral because choosing the house where I’d spend Christmas morning felt like choosing which of my parents I liked best. It is never the child’s responsibility to be in charge of schedules. However, a communicative environment where they have the choice to make requests is just as important. 

Divorces and their aftermath are messy and complicated. That doesn’t mean that we as a society should shy away from them or view them as anything other than improving an unhappy situation. Making the choice to become a single parent is one of the hardest and bravest things a person can do. Your children will be okay in a divorced environment (probably far better off than in an acrimonious household), as long as you provide them with the tools they need to be happy. 

Laya Karthik, Liftery intern, is a senior at Mountain View High School, president of the Mountain View High School chapter of March for Our Lives, and the child of a single mom. You can find her on Instagram at @laya.karthik. 

A therapy client of mine is a mother of two pre-teens and works a demanding job in a high-pressure legal operations team. Her partner lives in a different city for work reasons and as a result, she ends up with the bulk of the day-to-day parenting responsibilities. Often, she jokes about things like going grocery shopping after picking up her daughter from soccer, putting the chicken they’d bought for dinner on the roof of the car while unloading the rest of the shopping, and forgetting all about it. Or working on an important client presentation, going into the kitchen to get some water, seeing a few dirty plates, and then starting to clean them while completely forgetting the fact that she had a deadline for the presentation. These aren’t one-off situations. There seems to be a trail of distraction and forgetfulness, as she herself refers to these occurrences.

She attributes these “detours” to a lack of attentiveness. She sounds apologetic when discussing how she didn’t mean to “mess up.” But she feels like she does, every day.

“Been like this since I was a teen. Always forgetting things. Always lost in class at school. Thought I’d do better as an adult but here we are!”

She is not alone. I engage with quite a few mothers working in corporate jobs who bring up their struggles with memory recall, managing daily tasks and wavering attention spans. Another therapy client of mine puts it succinctly – “the stillness [of being away from my workplace], the lack of contact and chatter… gave me the pause against which I finally felt the depth of my struggle with being able to concentrate.”

Attention deficit hyperactivity disorder (ADHD) diagnoses among adults are growing four times faster than are ADHD diagnoses among children in the United States. ADHD is reported to occur in about 4.4% of the adult population in the US. Still, most scientists as well as mental health practitioners believe adult ADHD remains underdiagnosed.

Adult ADHD is an anomaly in how it is often a trending topic online and yet, a misunderstood subject, particularly in the workplace. This is largely due to the lack of awareness and clarity about what it really is. The biomedical model for psychiatric diagnosis categorizes it as a neurodevelopmental disorder that poses changes and challenges to what are considered standard aspects of cognitive functioning — especially attention and emotional regulation. It alters the executive functioning of the human brain, affects the developmental journey of children, and extends into adulthood. However, in recent years, a growing movement in support of neurodivergence – the inclusion and representation of how our brains can function in different ways as opposed to conforming to a rigid universal standard – has made room for understanding ADHD under a psychosocial lens. This second view contends that ADHD is not necessarily a disorder, but a different type of cognitive functioning based on divergent responses to environmental stimuli.

Our interpersonal and social interaction frameworks are largely based on certain widely accepted social standards. We assume everyone can pay attention if only they try harder, or that occupational tasks should be defined by neurotypical traits such as linear thinking, readiness for socialization and understanding social cues. When everyone is forced to comply with these arbitrary norms, they might not always do well or live up to expectations. This also allows us to question if we should really stop labeling ADHD as a dysfunction or disorder and instead include it in our understanding of how different human brains process information very differently. While these debates remain up in the air, they’re relevant in helping us comprehend the ADHD experience for ourselves and for others around us.

ADHD in children is usually noticed and addressed based on displays of hyperactivity. As a result, other forms of ADHD which don’t include hyperactivity as a very prominent component are largely ignored or misattributed to individual lack of capabilities or “weaknesses.” For example, a subtype of ADHD is rooted in inattentiveness. In this case, there may not be any hyperactivity, but the person could zone in and out of conversations, tasks, and activities without awareness. Or they might procrastinate or have trouble being on time. 

Individualization of a neurodevelopmental condition like ADHD creates isolation and perpetuates biases about laziness, poor IQ, lack of impulse control, and the like. This is even more evident when we look at the treatment of working moms with ADHD. Another fallout of these biases is the misinformation exchanged about ADHD in adults. So many of my own therapy clients who slowly started recognizing that they were probably dealing with ADHD had for several years believed that they were just incompetent or incapable.

These misconceptions are exacerbated when we add gender into the mix. Changes in hormonal activity at puberty, during pregnancy or menopause, for example, can further impact how and when ADHD is displayed and noticed. Research has shown that in recent years women in the US between the age groups of 30-45 are more frequently diagnosed with ADHD. This also means that for women, the recognition of ADHD might come at a later stage in life and sometimes converge with changes related to pregnancy and motherhood. This could result in mistaking adult ADHD for what is commonly called mommy brain.

Mommy brain is a term that is used to denote the brain fog, interrupted cognitive functionality and periods of memory daze that quite a few women experience during their pregnancies and post-partum phase. A study conducted by the University of British Columbia claims that the physical, psychological, and psychosocial stressors of pregnancy and motherhood change a woman’s brain functions related to emotional regulation and memory recall. Mommy brain is characterized by forgetfulness, difficulty in managing one’s attention span, feeling blank, and fluctuations in cognitive functioning, much like adult ADHD. But a major distinction is that the former is largely a situational and short-term disturbance whereas the latter is more of a deep-seated, long-term, chronic response loop. 

Adult ADHD in mothers is inadvertently tied into sociocultural expectations of unconditional resilience from women. Many women who started exhibiting signs of ADHD at a much younger age weren’t given the space to unpack their experiences. And in an organizational working environment, functioning with ADHD is compounded by gender biases that immediately label any type of non-conforming behavior as fragility, incapability and inefficiency — causing further alienation.

When I asked working mothers on my social media platform to share their experiences of living with ADHD, Sallyanne Rock, a UK-based mother of two teenagers and a former service desk manager, wrote to me about how when she first discussed her ADHD with her immediate boss, she was met with a lack of understanding and empathy. This led to her decision not to approach HR and occupational health services within the organization because she had already resolved to leave the job.

“I think that experiencing burnout, realising I had ADHD and recognising that I had been masking my difficulties for a long time was instrumental in my decision to resign. My day to day job involved so many Zoom calls and so much task switching that I felt unable to continue with it. In addition, because I worked in an operational environment, my working day and routine could be interrupted at any moment by a service outage that I would need to drop everything and respond to, which I found incredibly disruptive and difficult to deal with.”

If you think you may have ADHD, consider the following: 

Schedule a screening/assessment. Consult with your healthcare provider or employer-sponsored mental health provider to find a trained mental health practitioner to conduct an ADHD evaluation. 

Join a support community. Online support and advocacy groups such as these groups from the Attention Deficit Disorder Association and this group for moms with ADHD provide forums where you can chat with other ADHD adults — for information, advice and empathy. 

Identify and make room for your ADHD needs. Working moms have a lot to juggle, and repressing any ADHD-related discomfort can lead the stress to vent in unintended ways. Talk to your partner, a trusted friend or colleague about your experiences. If you feel a WFH/hybrid working model or a low-stimulation setup (dim lights, quiet) allows you to be more focused and productive, it is quite alright to discuss this with your manager to figure out a collaborative solution. Choose a method of disclosure in the workplace that makes you feel safe and secure. If you need help preparing for this conversation, you can ask your doctor, therapist, or career coach for their assistance.

Explore workplace tools and set expectations. Take advantage of scheduling apps, project management tools, organizers, and activity trackers to manage your daily tasks and reduce overwhelm. And set expectations about your response time and work habits. For example, let people know that if you are concentrating on a deliverable, you won’t check personal messages or might opt out of a fun office discussion occurring simultaneously. You are not being rude; you just need to direct your attention fully. If switching your video off during Zoom meetings helps you focus better, inform colleagues in advance. 

Here’s how organizations can help employees with ADHD:

Design mental-health-inclusive HR policies and foster an environment of psychological safety. The right organizational policies can create an environment where employees can bring their whole selves to work and ask for any necessary accommodations without fearing repercussions. Instead of individualizing employee struggles, build flexibility into your support offerings. For example, flexwork options and childcare programs are life savers for mothers with full-time jobs, while also boosting employee loyalty.

Offer supplementary mental health services. Mental healthcare should be a part of employee benefit programs. Assessments and screening for ADHD are difficult to access and often have very long waitlists. Organizations can contract directly with employee mental healthcare providers to make these services — as well as ADHD-focused occupational therapy — readily available to employees.

Build a mental health-friendly culture. Culture shapes interactions. If the organizational culture either directly or indirectly negates the experiences of those with ADHD, it can sniff out formidable talent and stifle diversity, which has been proven to improve a company’s profitability. Leaders and managers should be coached to respect the lived experience of others rather than enforcing rigid productivity rules that often backfire.

 

Scherezade Siobhan is an award-winning writer, psychologist educator and a community organizer who founded and runs Qureist — a therapeutic space for psychosocial wellness. Her work is featured and published in Medium, Berfrois, Quint, Vice, HuffPost, Feministing, Jubilat, The London Magazine, The Body Is Not An Apology among others. She is the author of “Bone Tongue” (Thought Catalog Books, 2015), “Father, Husband” (Salopress, 2016) and “The Bluest Kali” (Lithic Press, 2018). She is the current writer in residence at the University of Stirling and the winner of the Charles Wallace Grant, 2022. Her next book is “That Beautiful Elsewhere” by Harper Collins, set to be released in fall of 2023. She can be reached at nihilistwaffles@gmail.com or on Twitter and Instagram at @zaharaesque.

 

 

Congratulations! You’re about to become a mama — a hugely exciting milestone that will absolutely upend life as you know it. Enter baby snuggles, tiny clothes, so many diapers, and let’s face it — not a lot of sleep. Taking a multi-month parental leave (which you should absolutely do!) also has the potential to impact your career. But with some planning and proactive measures, you can navigate this transition smoothly without derailing your work-related goals. Here are some things to do before, during and after your maternity leave to keep your professional growth on track.

BEFORE MATERNITY LEAVE:

Communicate. Meet with your manager to discuss coverage during your absence, what you’d like to be contacted about during your leave, and expectations of your responsibilities when you return. Also make it clear that you’re dedicated to your role — this will instill confidence that you’ll still have your head in the game upon your return.

Plan to pass the torch. Whether you’re a people manager or individual contributor, set up your team to operate independently in the short term. Collaborate with your coworkers to create a detailed, written plan that ensures a smooth workflow during your absence, and designate someone to go to for help. Document your role, existing processes and ongoing projects, and then transition responsibilities to key players.

Be mindful of the review cycle. If performance reviews will take place during your absence and you’re a people manager, draft your evaluations before your leave, while everything is very fresh in your mind. And while you’re at it, draft your self review as well.

Learn. Find out about your company’s maternity-related policies and the accommodations available for your transition back to work. Can you ease back in with a 4-day workweek or even at 50% for the first few weeks? Could you work from home 2-3 days a week if that isn’t already the norm? Or might you want to negotiate a slightly decreased workload? What’s the precedent set by other moms at your company? Is there an employee resource group for new moms where you can find information and support? Or a dedicated HR representative who can help guide you both before and after you leave?

As a part of your learning, also connect with mom-friends and colleagues for their experiences and advice. If your company has an ERG or other group for moms, then tap into it now to find out how others have managed their leave and transition back to work. Also check out Liftery’s video interviews for parents-to-be.

Identify helpers. Line up help for your maternity leave and beyond. If finances allow, consider hiring a night nurse a few times per week so you can get some sleep. Discuss roles and responsibilities with your partner. Ask family for help. Start researching childcare options for your return to work.

DURING MATERNITY LEAVE:

Bond and heal. Prioritize your baby’s needs, your own healing and wellbeing, and getting the rest you need.

Let go of things you can’t control. You can’t do anything about organizational restructuring or changes in direction that take place during your leave. So worrying about them doesn’t serve a purpose, and can even prolong your healing. Instead, immerse yourself in your baby bubble.

Be present. Set clear boundaries between work and personal life. Resist the temptation to check work emails or take on tasks unless it’s an emergency or part of a planned return-to-work transition.

Set up a couple check-ins with your manager. Many new moms feel most prepared to go back to work if they’ve had time to process some of the changes that have taken place during their leave. To that end, you may choose to set up a check-in or two with your manager as your return date draws near.

Negotiate if necessary. If you find you need a longer leave than you’ve originally planned, then be prepared to tell your manager exactly what you want. The script can go something like this:

I am looking forward to coming back to tackle X and Y. Based on personal and family needs, I will be ready to come back on [DATE], working [# of] hours a week until [DATE 2]. Then I’ll transition back to full time hours. I’m happy to schedule regular check-ins with you as I ramp up after time away. Again, can’t wait to be back!

TRANSITIONING BACK TO WORK:

Think gradual. Start mid-week and with limited hours if possible. Think of it as a ramp-up where you start by listening,  learning, and catching up, and then add deliverables and decision-making.

Set boundaries. Block out time on your calendar for dinner, baby’s bedtime, and whatever else is important to you. If you can, also block out an hour first thing in the morning, so you have extra time to clear your head if needed… or even to take a nap after a wakeful night. Although it may seem that reducing your work time would diminish productivity, doing so can actually make you work smarter.

Lower your expectations. A messier house and unfolded laundry are okay. This is not the time for perfection — it’s the time to give yourself grace. And if you’re one of those people who can’t tolerate dishes and baby bottles in the sink, then ask your partner or other family members for help, or if your situation allows, consider outsourcing where you need it most. Babysitting, dinner prep, house cleaning, laundry, and grocery shopping are all things that others can handle. In particular, having meals pre-arranged during your first week back goes a long way in allowing you to focus as much energy as possible on navigating your return to work.

Be intentional about how you spend your time. Skip meetings where you’re not adding value, and where possible, decline extra tasks that aren’t aligned with your team’s goals. This will let you dedicate the majority of your available time and energy to the most impactful work.

Let things ebb and flow. Your priorities will shift continually between your career and your family as needs change. There will be weeks you lean into work and weeks you lean into home. Likewise, there’s a time to coast in your career, and there’s a time to climb. Careers are not straight lines. Listen to and honor your gut instincts.

Find a support system. You may find a helpful confidante in a work colleague, an Employee Resource Group for women, a trusted friend, your partner or extended family. Liftery also offers free peer-support Circles for moms, providing safe spaces for sharing wins, struggles, and advice.

Again, sincere congratulations. You’ve got this.

 

Are you considering a career break for childcare, eldercare, extended travel, pursuing a personal interest, or some other reason? Here’s what you need to do now to pave the way for your eventual re-entry.

1. Don’t assume a full career break is the only option. Ask your employer for what you want. Do you desire more schedule control or a different work location? Can you change your working hours or days, or create a home and office hybrid arrangement? Would contractor status work for you? Decide what you want and make the case to your employer. They have invested in you, and you have institutional knowledge that could be expensive to replace. Also, the COVID-19 pandemic has changed a lot about how, when and where work gets done. If your employer is not able or willing to make adjustments to accommodate your needs, then you can consider a career break or a non-traditional work arrangement elsewhere.
2. Stay connected professionally. Most of us who have taken career breaks in the past advise “keeping a toe in the water” if possible. In other words, don’t drop out of your career completely. Can you work for your former employer on a project or contract basis? Can you cover the occasional parental leave? Can you freelance? Can you teach a college course as an adjunct lecturer, utilizing your subject matter expertise? Consider these options now, and reach out to former classmates and colleagues who have tried these approaches to ask for advice. What do they recommend? And what do they wish they had known earlier?
3. Document your work achievements in real time. Start documenting your career accomplishments, failures, and milestone moments — anytime you learned something significant. Your post-career-break-self will thank you. When you return from a career break, you’ll need to have anecdotes about your significant prior work experiences scripted and rehearsed for interviews. Documenting them now, in the moment, will make them much more vivid and detailed than if you try to recall them years later.
4. Nurture your relationships with colleagues at all levels within your organization. This includes those who are junior to you — whether you mentor, manage or simply know them. Remember, while you are on career break, people who are now junior to you could be moving up, and they may be in a position to make a connection or open a door for you when you are ready to return to work. We even have members of our iRelaunch community who are working for people who used to work for them.
5. Make a list of your work and alumni contacts, person by person. While you are still working, create a record of your career network, including suppliers, lawyers, accountants, customers, etc., in addition to your current work colleagues and fellow alumni from your alma mater. This will be an important resource later when you are on career break and want to keep in touch or re-connect with people from the past. LinkedIn is an excellent way to track your network and stay connected with professional contacts.
6. Identify requirements to keep certifications, licenses, or other credentials current while on career break. If you hold certifications, licenses, or other credentials, you’ll want to make sure you know in advance how to keep them current so you don’t miss any deadlines. This may only involve continuing to pay an annual fee but could also involve continuing education coursework or periodic exams.
7. Go into your career break eyes wide open as to the cost of taking it. Use the CAP calculator to calculate the cost of taking your career break. This interactive tool takes your current income and makes assumptions about salary increases, social security, compounding and other factors to give you a calculation of the all-in foregone income of career breaks of different lengths. I’m pretty sure if I had known the cost of my 11-year career break going into it, I would have returned to work much sooner.
8. Don’t put off important life decisions. If you are considering having children, don’t try to wait for the “right time” professionally. No time is perfect. Women we have heard from over the years regretted trying to time their pregnancies strategically from a career perspective, as the longer they waited, the more likely they would be facing infertility and other child-bearing related problems.

If you consider these recommendations in advance, you will be in a better position to manage your career with intention. But also realize that you can’t control everything. For example, my employer unexpectedly collapsed while I was on maternity leave with my first child, so I did not have a company to return to. We weren’t getting any younger and were planning to have more kids in close succession. My decision not to go after the next big job marked the beginning of what became an 11-year career break.

That said, everyone’s situation is different and there are so many factors that go into career break decisions (not the least of which is financial). It is hard to generalize from any one person’s experience. So consider checking out Relaunch Success Stories and the 3,2,1 iRelaunch podcast to hear directly from relaunchers about their career journeys.

 

Carol Fishman Cohen is the CEO and Co-founder of iRelaunch. iRelaunch has worked with over 250 employers to build and expand career reentry programs of all kinds, and supports a community of over 100,000 “relaunchers” who are returning to work after career breaks from one to over 20 years. Carol is a relauncher herself, having left a Wall Street corporate finance role to take an 11-year career break before resuming her finance career at an investment firm. Carol is a regular contributor to Harvard Business Review and her TED/TEDx talk on career reentry has nearly 3.7 million views.