My co-worker Shalini has confirmed her pregnancy. I am thrilled for her. But I have to admit, I am also spiralling into a pit of worries. All her offsite work has been reallocated to me. This means a significant increase in my travel. Also, as many of these meetings take place on Mondays, I will end up traveling over the weekend. With our combined travels, I will be left with no weekend to myself.
When I raised this with my supervisor, his response was- “oh, you are single. You are the only in the team who can step in.”
But hey, I have a life too! I am really wondering if all this extra work load also means a monetary compensation, will it reflect in my performance reviews, are they going to find a replacement or am I expected to double hat all through her pregnancy and the upcoming leave!
Akira’s reaction to her teammates’ news is not uncommon. Despite substantial discussion on the impact of maternity leave on the career progression of expectant employees, not much is spoken about how this period also affects co-workers and peers. Ignoring this is a critical oversight by organizations, as it paves the way for a less than supportive response from the co-workers. And this in turn, makes the new mother feel that her team is biased against / towards her.
Maternity leave is a team experience. When a team member announces they’re expecting a baby, it is usually met with congratulatory messages and excitement. It’s a joyful time for the mother-to-be, but it is also a signal for upcoming changes, not just for her but for her supervisors and colleagues as well.
Projects, tasks and responsibilities won’t hit pause just because a team member is away.
While the focus rightly remains on supporting the new parent, there are noticeable and immediate effects on the team dynamics and ways of working:
Reallocation of work: Co-workers pick up some of the workload in the absence of a person. This can mean additional responsibilities, which might be a chance to learn new skills but can also lead to increased stress. In some cases, the role may be completely distributed amongst the team or just 1-2 individuals, who are expected to double hat.
Adjustments in the ways of working: In case the expectant employee wishes to go for Lamaze classes or has a hard stop on leaving the office, meetings will have to be planned keeping her schedule in mind. This may require the team to re-organise the way they have been functioning as a team.
Impact on Performance reviews: Akira’s situation being a case in point. Co-workers will have questions about how the additional work / projects impact their reviews? Will adequate consideration be given or will it be treated as an expectation?
Impact on development opportunities: Peers also raise concerns about how the additional workload does not add to their existing skill set, but takes away time they would have otherwise spent on skill development and exploring other avenues for projects that will benefit their learning needs.
Feeling ill equipped to support: Also noteworthy is that the dilemmas, however, don’t end once the mother re-joins. The team dynamics may shift again to reintegrate her back seamlessly. Also, sometimes the mother may be going through Separation Anxiety or baby blues. Peers may be unaware of how to handle such situations.
Some of the most common concerns the co-workers come in the form of these questions:
- Are they going to hire a temp, or are we expected to cope?
- Will there be any compensation for taking on extra work?
- What happens if her maternity leave extends beyond the planned time?
- Is there a clear plan for her reintegration when she returns?
- I covered extra work during my colleague’s maternity leave, but at my review, it was just labelled a ‘development opportunity’ and I feel my efforts weren’t fully acknowledged.
The unfixed gap:
The co-worker’s very real worries often take a back seat in the larger picture. Not acknowledging these concerns, can lead to strain in an already changing team dynamics, lead to a toxic work culture, or loss of another key team member. Recognizing and addressing these issues is crucial in maintaining a supportive work environment.
It’s crucial that everyone involved in the maternity transition—the new mother, her supervisor, and her co-workers—are fully aware of each other’s perspectives and challenges. Open dialogue and mutual understanding from the start can prevent misunderstandings and ensure smoother transitions for everyone involved.
If the new mother is sensitized to how her peers might feel—understanding that they might not share the same level of enthusiasm about her baby—it will prevent miscommunications from taking place.
Bringing it all together:
Maternity leave, though deeply personal, is a collective journey for the entire team. It tests the team’s flexibility, adaptability, and empathy. An organization that is keen to build an inclusive culture can ignore neither the dilemmas of the co-worker and supervisor, nor the concerns of the mother-to-be. A balanced view of their concerns will help retain talent, especially among women employees, and sustain the inclusive spirit of the organization.
Just as it takes a village to raise a child, sometimes, it takes a whole team to smoothly navigate the waters of maternity leave.