While many know that it’s illegal to discriminate in the workplace based on pregnancy or parental status, we also know, sadly, that doesn’t mean it doesn’t happen.
For a long time, there’s been a consensus that there’s no point in applying for a new role or promotion while pregnant or on parental leave. Many worry that they’ll be viewed as not really ‘committed’ to the role or that their priorities will be focused on their home life rather than the workplace.
This inevitably impacts women more than men, as they have to weigh up their career against parenthood and pregnancy, missing out on opportunities because it just seems too hard to navigate these conversations. A report from Bristol University and Essex University found that while a quarter (26 percent) of men were promoted or moved to a better job in the first five years following parenthood, that figure was half (13 percent) for women.
This is where an authentically supportive workplace, committed to reshaping the narrative around these conversations, makes an incredible difference.
Hetal Patel, Area Activation Manager with Philip Morris International (PMI), experienced this first hand when a promotion opportunity arose while she was pregnant.
Removing the barriers: A positive conversation about pregnancy at work
Hetal was only a few months away from starting her maternity leave when a promotion for her current role became available. At first, she was unsure whether she should apply, not knowing how her situation might be perceived.
“When I found out I was pregnant, I was excited but very anxious about what it would mean for my career, especially since a new promotion opportunity had arisen within PMI. One of my biggest concerns was the timing. I was approaching maternity leave in just a few months. I wasn’t sure if my pregnancy would be seen as a barrier to the promotion and my commitment to the role, and I wondered how I would manage the added responsibilities while planning time off.”
When Hetal began sharing her pregnancy news with her colleagues, she was overwhelmed with support. This experience encouraged her to start the conversation about her interest in the promotion with her manager:
“From the moment I shared the news of my pregnancy, I was met with nothing but understanding and support. I discussed my concerns with my manager, who encouraged me to apply for the promotion and reassured me of my abilities. I realized that my pregnancy did not diminish my professional aspirations and that I did not want to put my professional growth on hold.”
As a WORK180 Endorsed Employer, Philip Morris International is recognized for their commitment to changing the narrative around gender equity.
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Challenging the status quo in a male-dominated field
Operating in a historically male-dominated industry, Hetal shares that it crossed her mind that going for the promotion might be something she would be steered away from. Thankfully, this wasn’t the case.
“While I worried at times that my pregnancy might hinder my progress in a male-dominated industry, my managers reinforced my value and potential and made it clear that my pregnancy should not be a point of contention or limitation. PMI’s inclusive culture and genuine interest in my career growth empowered me to challenge assumptions about balancing family growth and career advancement.”
Being encouraged to apply for a promotion while pregnant is great, but what happens when women are successful? Some might think this means they need to ‘up their game’ or work harder to ‘prove themselves’ and that they shouldn’t expect additional support from their employer.
Again, this shouldn’t be the norm, and Hetal shares how Philip Morris International tackled this head-on, proactively working with her to help ensure she could thrive both in transitioning into her new role and as a new parent:
“Throughout the process, my managers were incredibly supportive. They offered flexibility with work expectations to accommodate my pregnancy, which made a significant difference in keeping me energized for the interview process. Regular check-ins helped me assess my workload and prioritize my health and well-being. My hiring manager created a personalised onboarding plan, ensuring a work-life balance during the transition. The understanding and thoughtful approach made the transition easy and gave me the confidence to continue striving.”
Embracing a new narrative for women and their careers
Philip Morris International is proud to support all of their employees, no matter where they are at in life and their career. They offer extensive initiatives and opportunities focused on learning and development, and career progression, including access to career coaching, mentoring programs, secondment opportunities, and leadership training.
Hetal’s experience is an excellent example of how sometimes, despite our worries or fears, we just need to start a new conversation. You never know where it could take you, and the right employer will always have your back:
“For anyone in a similar situation, my advice is to communicate openly with your employer and trust your abilities. Parenthood should not make you feel like you have to pause your career. A supportive workplace can make all the difference in overcoming challenges. The promotion gave me a sense of accomplishment and confidence. It taught me that with the right support, it is possible to thrive in both personal and professional life.”
