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Has anyone here tried pregmune?
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I know someone that got promoted to director the year she announced she was pregnant. She completely deserved it and the firm didn’t penalize her promotion year for becoming pregnant.
In every firm there are bad examples of how not to treat young parents. That being said, I think there is generally a lot of support, but it's also important to talk to managers/team members a lot as to how you envision your new life, what your updated priorities are, etc.
I think a lot off issues come from not talking about what you are going through and what you find import.
Personally I find that after two kids I have a far better and easier connection to upper management and also to clients, because many of them have been in the same situation and I find a lot of support, more than negativity actually.
Verbally, everyone is supportive. In practice, things come back to bite at interim/YE, unfortunately. No one else at my level has children, so I'm the nail that sticks out. At the end of the day, my first priority is always going to be my family. Unapologetically. That said, I do care about my work and give my best effort. I've learned it's vital to make sure people see you put effort in, however.
To answer your question, pregnancy kept me safe from a PIP. I would hope other pregnant women are sheltered from COVID layoffs. This is the one time in life when we REALLY need salary and insurance.
I had very supportive team from lower level to high up. To an extent that once i had a client presentation that was planned after 6pm, i requested my SM to baby sit my 4 years old and he gladly did. I was a senior consultant back then. I'm a single parent.
Chief
Generally good but it totally depends on the team and the partners you work with.
I have had great support with the firm and clients in one instance. That’s also due to being staffed in a long term and doesn’t impact a lot to the relationship.
I also had great support from my peers in taking off the workload and helping me to come up to speed or even share their credits to help me meet my metrics.
In another instance, I have had issue with the firm due to advanced scheduling for extended time off. That lead to no one wants to pick me up for a short term and ended up sitting on the bench for a few months.
I have also heard good and bad things from co-workers. Especially during covid, the firm is extra tight on allowing time off if you are chargeable. I have heard senior partners reluctant to give the time off coz someone has decided to leave it in the middle of the project (schedule a few months ahead) and impact revenue.
I would say my firm, EY, does a great job in taking care of recent moms (and dads) and pregnant women, at least in my experience compared to other firms.
Definitely not a deal breaker in staffing, most senior managers understand your situation, and specially with covid the craziness of having the kids at home, and they extend that to clients. That might change in extremely demanding projects I guess, since you don't have the possibility of pulling 60-70 hours most of the weeks, only eventually alternating with your SO.
Pro
I would also add that this is project dependent. The majority of my managers have children between ages 3-10 yet even after expressing desire for flexibility they are still required to work about 14 hour days until 9pm every night due to our project’s unrealistic timeline. They don’t care who has a kid and who doesn’t