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We need more context here.
Maternity leave, doesn’t and in my opinion shouldn’t equate to tenure. If you already have the tenure needed to get promoted, then I can see the wrong but if not then I don’t see a problem.
Let's not assume that a male gets promoted at your expense. A female might get promoted. Ask yourself this question, if you, who was working and performing for 12 months, and someone who came from any sort of leave for 5-6 months are the only candidates for promotion vying for 1 slot. Assuming every factors are equal except for the duration of work for this year. Would you feel disappointed if they picked the other person? All I am saying is taking a leave for a month may have no impact, but leaving for 3 months, 6 months or a year, bumps you down significantly in the eyes of meritocracy.
I think we should encourage/force fathers to take paternity leave longer, hopefully it will solve some of this.
But men don’t HAVE to take a leave from work to recover from having a new baby where women do. Women will always pay a price for making the exact same life choices as men
Ridiculous! And they wonder why women hesitate to share this information with them earlier on in pregnancy.
No wonder there are 0 female Senior Managers in my practice
We can all sling anecdotes, my current practice is headed by 3 female SMs
Rising Star
This will not be popular but is it really that unreasonable? If you’ve been at your level for lets say 2 years and have spent 5 months on paternity leave, it’s not reasonable to think that you’ll have the experience that your peers have and would therefore be a less attractive candidate for promotion. Same would apply to men on paternity leave or someone taking a leave of absence.
I was hoping someone could educate me here - is the implication that your odds of promo are less versus other colleagues due to them not taking maternity leave and likely still working for that period of time + having more time to create impact/make a stronger promo argument or is this something else/am I missing the main point?
Did I miss something? OP is PLANNING to take maternity leave this year, meaning it doesn’t and shouldn’t impact her performance evaluation of the CURRENT evaluation period.
OP- I was told that I “probably wouldn’t” get a promotion during previous PA discussions to taper my expectations, but did get promoted 😅 I’m not saying what your MD said is appropriate, but maybe she poorly said it for the same effect?
Could it be legitimate confusion about whether or not the leave is part of FMLA and whether or not a person can be promoted while on FMLA?
Because I honestly have no idea how that works though I am smart enough to ask HR before making a statement like that.
@OP, if you’re interested in coming to Deloitte, let me know. In my practice at least (Cloud) we strongly support our women practitioners. Two of my favorite managers just made SM this year. One of them had a baby last year and returned and it didn’t push back her promo year. We will hire you straight out of maternity leave / LOA if you’re interested.
Regardless; sending you good vibes and hope you enjoy this amazing part of your life.
Chief
You only worked for 1/2 of the year— reasonable not to get full tenure credit, no?
Lesson learned, we should just say "yes, there is a possibility of you getting promoted every cycle (mid year, end of the year, real time, you name it)". *** chances are 1%, but hey it is still possible ***
Pro
I understand both points.
If you are not going to bring value/ didnt bring value for the next/past 4-5 months, it would be unfair for those who will/ did to lose promotion just because of your personal issues, whatever they are.
It may feel wrong, but we are in a competitive world, and that decisions take into account your past performance, future development and contribution.
You can not ask to be 1/3 of the year out (and for example contribute only 2/3 of what your peers contribute, assuming similar performance) and have preferential treatment.
If a male took either 4-5m of paternity leave or 4-5 month of holidays to do yoga in tibet, you would think that if he gets promo after that, while contributing only 2/3 of your contribution would be unfair. I dont undertand why your personal issues need a preferential treatment.
I follow what D1 and D2 said. I wasn’t going to ask to go up for promo a year early because I have my first maternity leave coming up in November but my coach talked me into doing it anyway based on my trends. She said - if you would be going up if you weren’t pregnant, then you should still go up. We shouldn’t treat you differently accordingly.
Get that in writing and contact a labor lawyer. Holding back a promotion because of pregnancy/ maternity leave is pregnancy discrimination and it’s illegal
Agreed on Deloitte. I’ve seen 2 so far get promoted to ppmd / practice lead role as ppmd and immediately go on maternity leave. I was very impressed with Deloitte for this
OP - my practice promoted me to Manager WHILE I was on maternity leave 4 years ago. Promotion should be based on your performance through the time you take leave. You taking leave should not be the reason you don’t get promoted. That is absurd.
i defintely heard the reason i didnt get promoted, and bonus was low was bc i went on maternity. currently looking to exit
Rising Star
Time to talk to eeoc
Thank goodness for wfh, I was able to keep my pregnancy under wraps until I got confirmation that I was promoted, otherwise I fully expect it would have factored against me - unfortunately this is an area we have a long way to go to equity
I had this happen AND am finding it extremely difficult to ramp back up after being on leave this time around / feel my promotion to next level is going to be at risk even tho it is a while away. It was really tough to find a project and now I am on something that is not great…
Surprised that MD had the balls to tell you the real reason.. they need some more HR training. Sorry that happened to you but unfortunately not surprised.