Many support challenges emerge because they are simply not spoken about. For employees, telling their employer that they are pregnant or asking for a specific type of support may be stressful. Similarly, employers may want to be supportive but may not be able to provide what the employee is asking for, or may not know how to enquire about their employee’s needs.
Creating an environment where both parties feel comfortable raising any issues without fear of negative consequences helps to set a workplace culture based on trust (see How to create a supportive workplace culture). However, in practice, this often does not happen, particularly when work is hectic or when the topic to be discussed is of a sensitive nature (see e.g., Breastfeeding support).
Setting the scene for a sensitive conversation at work
Reserve a time to speak: Ask for a one-to-one meeting at a calm, unhurried time and place.
Make your case: Clearly state the specific problem or support need and come prepared with potential solutions.
Be respectful and listen to your conversation partner: The aim should be to create a space for honest dialogue, not a confrontation. Let the conversation partner speak without interrupting; ask clarifying questions like "How would this work for you?"
Show empathy and understanding: Try to imagine yourself in your conversation partner’s position and seek to understand rather than judge them.
Seek solutions together: Make clear that the aim of the conversation is to find a solution that works for all affected parties (typically employer, employee and colleagues) (see Life course approach – add link).
Agree on actions: Clearly define what will happen next and by when. It might be a good idea to already agree on a time for a follow-up conversation to ensure accountability.
Useful resource
Managing pregnancy and maternity at work – A conversation guide for managers (includes conversation checklists)
