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    Learn How The Estée Lauder Companies Champions Diversity & Career Advancement in the Beauty Industry

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    Like many industries, the beauty industry has grown to be one of the fastest evolving markets with consumers who demand authenticity, representation, and innovative products that fit their unique needs. At The Estée Lauder Companies’ (ELC), our collective vision is to be the most inclusive and diverse beauty company in the world as well as the employer of choice for diverse talent and the brand of choice for our global consumers. Because of this, we understand that talent today don’t just want to know what companies WILL do as it pertains to inclusion, diversity, and equity, but have a genuine track record and a commitment to current and future leader’s career advancement.

    Today over 80% of our work force is female, 50% of our U.S. Workforce is comprised of minorities and 59% of Global VP positions and above are held by women.

    We are consumer obsessed and because of this we focus our priorities on ensuring our employee population reflects the communities we impact by ensuring equitable access to professional development and advancement opportunities.

    Driving Professional Development within HBCU Communities

    As an organization dedicated to professional development and education, we pride ourselves in our ability to deliver on our ID&E commitments through external programs with our employee populations and HBCUs. To date, ELC has partnered with Howard University, Spelman College, and Florida A&M to provide virtual networking and career advancement programs for alumnae seeking ways to transition to the beauty industry.

    She’s Howard – ELC’s partnership program with Howard University was inspired by ELC’s longstanding relationship with the University that began in 2018 through an increased focus on HBCU recruiting. Since its inception in 2021, the program continues to be a resourceful networking tool for all Howard Alumnae. 

    Let’s Talk Beauty – ELC’s partnership program with the National Alumnae Association of Spelman College was designed to serve as a platform for ELC to connect with Spelman Alumnae through intentional conversations, panel discussions, and networking opportunities to provide career coaching and insights into the beauty industry. 

    FAMU 10-Week Travel Retail Program – ELC’s partnership program with Florida A&M University was designed to engage rising juniors and seniors by providing an inside look into the fast-paced world of Travel Retail. Participants join for a 10-week program during which 41 merit scholarships of US$10,000 were awarded to students in the University’s School of Business and Industry over the course of five years by the University on behalf of The Estée Lauder Companies. 

    Leading From Every Chair

    We believe in the power of leading from every chair and are committed to creating space for talent with unique backgrounds and perspectives to support and lead innovation. As one of the world’s leading manufacturers and marketers of quality skincare, makeup, fragrance and hair care products sold in approximately 150 countries and territories, we offer a number of opportunities for undergraduates, early career professionals and our internal community of employees to continue to challenge themselves and contribute to a number of exciting business priorities. 

    Lauder Summer Internship Program – A 10-week program that offers undergraduate students in the U.S. the opportunity to think critically in real-world corporate situations. Students have the opportunity to apply for openings in our corporate functions or at one of our brands, and they will be assigned based on their academic backgrounds and interests once they are accepted into the program. 

    Presidential Associate Program – An intensive, 18-month rotational program specially designed for undergraduates. This program integrates professional rotations with continuous leadership development, coaching, mentoring, hands-on practical experience, group networking opportunities, and strategic thinking initiatives to optimize talent and build business acumen and capability.

    From Every Chair Program – In June 2020, William P. Lauder, Executive Chairman, and Fabrizio Freda, President and Chief Executive Officer, shared ELC’s Commitment to Racial Equity. As part of our ongoing commitment to ensure Black employees have equal access to leadership trainings and mentorship programs with senior executives, the Global Talent team and the Inclusion & Diversity COE, in collaboration with the Network of Black Leaders and Executives (NOBLE) Employee Resource Group, created the From Every Chair (FEC) Leadership & Development Program. This 9-month Sponsorship and Mentorship program for current employees focuses on one-on-one mentoring sessions, curated professional development seminars and dedicated coaching from highly regarded executive coaches. Since its inception, the program was designed to develop and advance Black talent through enhanced programs focused on soft skills and career coaching for all participants.

    ELC Grow – In 2022, ELC launches its internal Talent Marketplace designed to connect employees to personalized recommendations for full-time roles, project and networking opportunities that can empower our community to grow their skills and careers. By matching employees with internal opportunities autonomously we encourage an environment of continued learning and fueling future career aspirations and interest.

    Head over to The Estee Lauder Company’s company profile to learn more about the company and for information on open roles! More

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      in Workplace

      3 Tips to Support the Safety of Diverse Business Travel Groups

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      In the big, wide world of global companies, it’s crucial you have the power to send out your top talent to get the job done wherever it’s needed most. Many employees also see international postings as central to their career development.
      Supporting and encouraging all staff demographics to take advantage of these opportunities increases job satisfaction and talent engagement. Employees who don’t feel supported in this way may seek opportunities elsewhere.
      However, different employee demographics – including women, LGBTQ+ groups, and those with disabilities can face additional challenges when working globally.
      In this article, I highlight some of these challenges, offering a step-by-step roadmap to protect and support diverse business travel groups while prioritizing the importance of equality, diversity, and inclusion (EDI) for employees.
      #1 First steps
      To embrace the concept of EDI, it’s essential to understand its meaning and the significance it holds within our workplaces.
      While there’s a wealth of literature covering this subject, let’s break it down succinctly:

      Equality in the workplace signifies providing equal opportunities and ensuring fairness for all employees and job applicants.
      Diversity encompasses the broad spectrum of individuals in a workplace, and it involves not only recognizing but also appreciating and valuing these differences.
      Inclusion entails fostering an inclusive workforce where every individual feels valued and welcomed in their professional environment.

      EDI is essential when it comes to business travel because we want to know all employees are treated fairly and have the same opportunities as everyone else. However, this comes with a responsibility to offer support and keep staff safe during assignments.
      Unfortunately, there are still more risks associated with certain demographics than others when it comes to travel.
      Considering these complexities, it’s vital to have an accessible company travel policy, which contains both the essential safety information for diverse travel groups, and which meets EDI requirements.
      ISO 31030 documentation is essential here, as it provides a framework for organizations to develop, implement, and continually improve their travel risk management processes. According to its travel risk management guidelines, employers must prepare travelers for travel through practical training and education.
      “[…] Attention needs to be given to the traveler’s profile in relation to destinations because factors such as race, competencies, nationality, cultural identity, gender, sexual orientation, religion, age, occupation, position, disability, or medical history can all affect the risks associated with the travel […]
      In short, your company has a duty of care to effectively communicate to all employees the necessary responsibilities, which help them to comply with relevant international laws and regulations.
      #2 Cultural intelligence & doing business
      Many companies talk about being global companies that are locally relevant. Of course, we travel for business to build better relationships and gain access to other markets; this means that to leverage international scale, we must use cultural intelligence so our strategies are locally relevant in each individual market.
      To ensure business success and the safety of different employee demographics, we must tailor our travel risk management approach to the unique needs of our company. This means profiling the traveler before they go on an international workplace assignment and the destination and checking whether the area is medium-high-risk for that individual.
      Global employers must collect information on potential legal factors for all assignment locations. The best organizations track legal developments and keep information up to date.
      For example, in more than half the world, LGBTQ+ people may not be protected from discrimination by workplace law. Very few jurisdictions legally recognize the gender identity of trans people, and sexual acts between people of the same sex are criminalized in more than 70 countries. Only a tiny minority of states recognize same-sex partnerships.
      Even incorrect workplace attire can cause significant offense to other cultures. For example, in India and China, women are expected to wear knee-length skirts and avoid low necklines. In France, it is forbidden to wear niqabs and burqas, and in Sudan, women are not allowed to wear trousers.
      Once important cultural and legal distinctions have been made, businesses must confirm that employees understand the nuances of what’s expected of them.
      Working with a travel management company here, is ideal, as they collect and remain current with legal and non-legal country information and can help your business develop risk management plans before employee travel.
      They can also provide employee training, which informs employers and employees about specific locations. It outlines the legal, socio-cultural, and workplace situation for different groups in the specified country.
      For example, companies like Maiden Voyage provide in-person training workshops to support diverse business travel groups, including women, disabled travelers, and LGBTQ+ business travelers in other companies.
      Providing training like this means all businesses have appropriate support and accurate information about assignment destinations to their employees before travel.
      We believe it’s essential to build a spirit of community across travel management companies so all individuals are kept safe when traveling. The more we do this, the less likely it is for incidents to happen abroad, and we see that as most important.
      #3 Safety on arrival
      Once employees have reached their destinations, attention to the safety of their surroundings is essential.
      Ensure your travel policy makes it clear what is expected of them in terms of increasing their safety while abroad. For example, you might want to highlight the expectation that employees should take taxis late in the evening instead of walking alone in the dark.
      One of the main benefits of using a travel management company to support your business can be particularly helpful, as they provide 24/7 emergency assistance to your employees if they run into difficulties once they arrive at their location.
      There is also safety advice needed when working abroad, to keep staff safe, while not on work premises or if they are extending their trip for ‘bleisure’.
      For example, staff could be encouraged only to use licensed taxis and to take copies of their passport, fronts and backs of their credit, debit, and prepaid ATM cards, and other travel documents. Keeping copies in their luggage and one in their jacket means if any document gets stolen, they can take the copy to your local embassy.
      Stories about poor hotel safety have been rife this year, with examples including Former X Factor contestant Lucy Spraggan revealing she was raped by a hotel porter while competing on the ITV talent show in 2012.
      Now, more than ever, hotels must be checked to ensure they meet the safety requirements of all employees. For example, hotels that prioritize guest safety know that when someone is checking in, they should be handed their room details discreetly and that the hotel reception shouldn’t say their room number out loud, so details can be overhead.
      Employees should be informed that if this does happen, they have the right to request a different room from the hotel.
      Where possible, vulnerable or solo female travelers should not be checked into rooms on the ground floor or at the end of a corridor. Double locking, hotel door entry systems, which only allow guests to enter, and available on-site parking are all other important safety features to be considered.
      Safeguarding employees during international travel is an imperative duty for any responsible organization. The potential risks and challenges associated with overseas journeys are multifaceted. It’s vital to implement a robust travel safety policy, provide comprehensive training, and maintain clear lines of communication.
      Additional nuggets of safety advice for ‘out-of-hours’ activities show employees you genuinely care about their health and wellbeing and not only about the company’s bottom line. As well as fulfilling moral and legal obligations, you’re helping to foster a more loyal, productive, and engaged workforce overall.
      By Laura Busby, Commercial Director, Good Travel Management.
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      in Talent Acquisition

      How Smartsheet Fosters Diversity, Equity, Inclusion and Belonging (DEIB) in the Workplace

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      In June, Smartsheet sponsored Hired’s Breaking Through Bias event to help jobseekers understand the state of DEI and advance their careers despite systemic bias in hiring. Today, Smartsheet joins us to share how and why they are actively working to embed DEIB in their organization.  

      1. What tech team roles are you actively hiring for, and what differentiates a good candidate from a great one? 

      Currently, we’re looking for a Senior Product Designer, Senior Machine Learning Engineers, a Software Engineer II, a Security Engineer, and both a Senior Manager and Manager of Engineering. 

      The candidates who really stand out from a recruiting perspective are those who have taken the time to research our company and the job description before the call. When a candidate tells us they are really excited about a specific aspect of our company and the position that relates to their experience, it helps us understand where their interests lie and whether that’s a good match for the role.  

      Related: Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

      When we present their resume to the hiring manager, we now have a case built for why they could potentially be an excellent team member at Smartsheet and on the team. 

      2. What are your company’s values, and how do these show up day-to-day?

      Our mission is to empower anyone to drive meaningful change for themselves, their businesses, and the world. To accomplish this mission, we are collectively committed to our strongly held values to change the way that work gets done. These values are: 

      Seizing opportunity

      Winning with integrity

      Prioritizing “we” before “me”

      Pursuing progress

      They are not just ideas, but driving forces behind our actions. 

      Our commitment to these values can be seen in various aspects of our daily operations:

      Interview processes and performance management guidelines

      Pursuit of AI resources and solutions

      Transparency during All Team Meetings

      Customer-focused annual conference, ENGAGE

      As individuals and as a company, we hold ourselves accountable to these values, they define our culture and guide us toward achieving our mission. With these values, known to employees as “The Smartsheet Way,” we have set a course to transform how work is approached and achieved.

      3. DEIB recognizes that feelings of belonging in the workplace improve an employee’s happiness and security at work, and is an essential part of a DEI strategy. What does DEIB mean to Smartsheet?

      At Smartsheet, we believe our business is only successful if we’re helping create a world where anyone can thrive. One key way to drive that meaningful change is through diversity, equity, and inclusion work. Pursuing social progress anchors our business in a greater purpose and holds us accountable to action. 

      To do that, our organization’s goal is to fully incorporate different perspectives and ideas brought by people from diverse identities. From employee engagement to product innovation, the data is clear: companies with more diversity perform better. In order to make actual progress, teams need an approach that incorporates DEI more deeply into their organizational structure, business model, and culture. 

      Our focus on DEI enables us to attract, develop, and retain top talent from all walks of life, and to build a robust company culture that inspires all kinds of people to do their best work. We need diverse ideas and perspectives to solve our most challenging problems and succeed in a complex world.

      4. How do you foster an open, communicative environment for your employees, particularly about DEIB? 

      We believe in rooting our organizational goals in a culture of DEI. This means it is even more important that all employees understand our DEI objectives, how to participate in and support them, and that our managers enable those opportunities and actively encourage that dialogue. 

      Here are a few examples:

      We have invested in a robust suite of DEI content that is being deployed across our leadership teams and is open to any Smartsheet employee. Improving our acumen in DEI as a team is ongiong and allows us to build the muscle we need to create an inclusive culture.

      We have launched several employee-led DEI committees with programmatic support from our centralized DEI team, including our Global DEI Committee, comprised of employees across a number of our regions.

      We developed and launched 7 Employee Resource Groups (ERGs) in partnership with our People & Culture team to support employees on a variety of DEI topics and inform our employee engagement approach and strategic priorities.

      5. What initiatives and goals does the company have around DEIB, and how do you measure their success?

      A percentage of our annual bonus compensation for our senior leaders ties to our DEI hiring objectives. Those objectives support our overall yearly representation goals. We update that data quarterly and it is available to view at any time by any employee.

      We recently published our first Corporate Social Responsibility (CSR) Impact Report. It outlines a number of key initiatives and achievements over the past year, with a look at our objectives over the coming years as well. 

      6. How does your company ensure diversity and inclusion in the hiring process? 

      There are a lot of different ways we work to ensure diversity and inclusion in our hiring process. We post our job descriptions to a variety of job boards including Out in Tech, Latinas in Tech, SquadJobs, and on Handshake to connect with HBCUs. We also work with many of these organizations by participating in their hosted events to directly connect with candidates. 

      At Smartsheet, we conduct all of our recruiter screens over a phone call – not a video call. This helps eliminate unconscious biases, and we offer diverse interview loops. We also take the time to look for candidates from underrepresented groups and communities. We do so through proactive sourcing and by working with companies like Hired and Blavity, which have tools in place to help recruiters diversify their pipelines.

      7. How does your company’s commitment to DEIB extend beyond the internal organization and into the community? 

      At Smartsheet, we believe our values only matter when we put them into action. Guided by our DEI Mission and the voices of our employees, we support our communities by corporate donations to employee-recommended organizations, enabling our employees to give back through volunteerism and giving our product and platform to nonprofit organizations doing meaningful work. To learn more about our CSR commitments, check out our CSR Impact Report. 

      About Smartsheet

      Smartsheet is an enterprise work management platform seeking to empower everyone everywhere to change the way the world works. Founded in 2005, Smartsheet has 1,501-5,000  employees and is headquartered in Bellevue, Washington. 

      Tech stack

      Java, JavaScript, AWS, React, Node.JS, TypeScript, Microservices, Kotlin More

    • 188 Shares139 Views

      in Talent Acquisition

      Breaking Through Bias: How to Overcome Tech Discrimination & Get the Job You Want (VIDEO)

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      How can jobseekers advance their careers despite systemic hiring biases in tech?

      Watch this on-demand webinar to hear experts discuss key findings from Hired’s 2023 State of Wage Inequality report and share approaches to help you advocate for yourself in the job market.

      You’ll hear from:

      Co-Founder & Author, Ladies Get Paid, Claire Wasserman

      Assistant Professor, MIT, Nina Roussille

      Diversity, Equity, & Inclusion Consultant, Colorintech, Maria Petnga-Wallace

      Program Manager of RISE, Gusto, Mercedez Bluebyrd

      Vice-Chair, Techqueria, Marco Lopez

      Read an excerpt of the conversation here and scroll down to access the full webinar. 

      What’s the temperature on the leverage candidates currently have in the job market?

      Nina

      I won’t deny what the economic situation is. Specifically, in the tech sector (defined narrowly as the Silicon Valley tech roles) it’s been more dire than it used to be. That being said, I’ll try to be optimistic a little bit for the crowd. There are two things I think are interesting. 

      One of them is very actionable: try to redefine for yourself what a tech role is. There are now opportunities in tech occupations in companies that are not defined as tech firms. Every firm out there, even in the older industries, needs tech workers. Those industries have been way less affected recently than the Silicon Valley firms. Broaden your perspective. Think a little bit more creatively about what a tech role should be. 

      The other one is remote work, which makes it so you don’t need to find a job exactly where you’re located. A lot of these dinosaur industries are more open to remote and flexible workers. My optimistic take is it will require more creativity and a broader search, but there are still opportunities out there.

      Claire

      I read recently that despite all of the layoffs, a lot of these companies actually still have more employees now than they did at the beginning of the pandemic. Take data and statistics with context. 

      Marco

      It is true. Even though there were massive layoffs, a lot of people kept their jobs. We have a certain loss per se of DEI experts in the marketplace but we still need more representation. 

      Maria

      A number of our members have been impacted in terms of mental health and the experiences of belonging. However, a lot of the large tech firms still do have a commitment to engage in networks with potential employees. 

      If it’s not now, it’s certainly with a view of engaging with talent in the near future. There’s still a need for particular skills, especially in AI and machine learning. Within the company I work with in cyber, there’s still a real drive to have, for example, female and underrepresented group representation.

      I encourage everyone to network. Identify the organizations you wish to work with in the near future and engage with people in those tech firms.

      Mercedez

      Of course, we have seen some major shifts in the DEI work in a lot of companies, but I have to double-click on what Maria said. There are still companies very much committed to the work. There has been a shift in availability and what is actually being done on each team to where it can feel very performative. I don’t think we want to ignore that some companies are just doing what needs to be done to hit numbers. 

      But you have leverage in really understanding who you are and what you bring to the table. If you’re a talented person who really understands what you can do for a company, there’s a value add there and that leverage is limitless. 

      What’s really important is understanding what you can do for a business and using that as well as any demographic aspects or DEI work to create value. 

      There are some performative companies out there but if they are at least being performative that’s another notch for you to utilize as a way to get a job. So either way, figure out where you want to be and what you bring to the table and use that. 

      Also, make sure you’re working somewhere where you want to work. Are you just taking a job because you need a job? Some of us are and some of us are looking for the perfect unicorn job. Be aware of what that really is so you’re holding yourself to those parameters and doing something that works for you, whether it’s to pay your bills or because you really want it to be the perfect place.

      What else does the summit cover? 

      Why networking is essential 

      How to ask about a company’s DEI initiatives 

      How to negotiate a fair salary

      Culture fit vs culture add

      And more!  More

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      in Employer

      Awareness to Action: How to Build a Fair and Inclusive Hiring Process (VIDEO)

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      How do you eliminate bias from the recruitment process? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Wage Inequality in the Tech Industry report. Get the approaches used by leading companies to overcome biases, creating a fair and inclusive hiring process.
      Hear from:

      SVP People Strategy, Hired, Sam Friedman
      Director of Talent Acquisition, Cedar, Mike Aldous
      Director of People Enablement, Remote, Amanda Day
      Lead Talent Acquisition, GTM, International, Sonatype, Heidi King-Underwood
      Founder & CEO, Hustle Crew, Abadesi Osunsade

      Read an excerpt of the conversation here and scroll down to access the full webinar. 
      What are commercial benefits to employers adapting to progressive times wanting all employees of all backgrounds to thrive? What do those policies look like?
      Amanda Day
      It’s not surprising to any of us here that diversity can translate into better performance and commercial benefits. I think it includes things from better financial performance, higher productivity of your teams, better employee retention, and higher engagement. There are so many areas this touches on and I think it’s talked about a lot but it can’t go without saying how important that is and how impactful it can be on business success. 
      We also tend to see younger generations not as keen to work for a company not promoting interest and commitment to diversity. That’s really important to consider when you’re looking at attracting and retaining top talent. 
      As for policies, there are so many to approach. It’s really about building a culture in which everyone feels welcome and included. They feel encouraged to speak and you ensure there’s psychological safety. 
      Diversity goes hand in hand with inclusivity. That doesn’t just mean having a diverse group of people. Inclusivity is something else you have to continuously work on and work toward. Make sure people know their voices can are heard and they have a place for sharing. 
      Increased transparency is always really important. It could be having conversations in public channels and public documentation instead of doing a DM or a private email. It can help ensure everyone gets an equal chance to contribute.
      At Remote, we try to make sure even though we’re across different time zones, everyone is always able to contribute and share their perspectives and insights. That’s how we’re going to achieve our best outcomes and be the best that we can be. 
      Mike Aldous
      When I think about the people policies benefitting both the company and the employee, the first that comes to mind is obviously the opportunity or the ability to hire remotely. The industry Cedar is in, which is healthcare, impacts everyone. Our goal is to engage with fifty percent of patients in the US in the next five years, and fifty percent of all patients is fifty percent of everyone in the United States. That’s a really diverse population.
      Cedar has been fortunate to have headquarters in New York City and we have the opportunity to hire people remotely across the US. This allowed us to connect with more underrepresented people for these various opportunities. 
      Second, as the voice of healthcare providers, it’s our job to make patients feel welcomed and confident through their healthcare journey. Every patient is different and has a unique background. To design a product that works for everyone, you need to hire a diverse workforce.
      If we don’t build for the patient’s needs, we risk them seeking care elsewhere or worse avoiding healthcare entirely. 
      We encourage people to block time in their day for childcare and for carpools. Our parental leave policy is sixteen weeks for all parents. We have a lactation support policy to ensure new parents can meet their responsibilities. Those are a few things Cedar’s thinking about. 
      Sam Friedman
      From a diversity perspective, we’ve seen transparency in our every day helps. So, what does your calendar look like? Even as the head of HR, I try to keep my calendar open and have blocks for people to see.
      I do go pick up my son and I am currently nursing my child. I have those blocks on my calendar. If it’s coming from the executive team, hopefully, it means other individuals in the company feel empowered to have that on their calendar too. 
      One thing we are working toward over the last twelve months and have seen a large shift in is being transparent with our salary bands. If we are hiring you to do a job, regardless of where you are or what experience you bring, we want to make sure we’re paying you appropriately. Introducing those salary bands has been a critical policy.
      Watch the full collaborative panel discussion to discover: 

      How to create job descriptions and interviews to invite a diverse range of candidates
      Types of bias affecting hiring decisions
      Strategies for building a more inclusive definition of cultural fit
      How to use technology to reduce bias in the recruitment process More

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      in Talent Acquisition

      6 Ways to Be a Better Ally in the Workplace

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      As a leader in diversity recruiting and hiring tools, we are both responsible for and committed to promoting and driving representation, inclusion, and equity in the hiring space. It brings us closer to our vision of a world where all hiring is equitable, efficient, and transparent. 

      As a step in this process, we launched our Ally Series. It is a series of content built on the foundation of providing both jobseekers and employers with the resources and valuable information to address DEI in the hiring space.

      Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

      In a world of increasing opportunity, economic mobility, and openness, companies are learning inclusivity and diversity are not only good for employees — but also for business. As our CEO, Josh Brenner, stated in Hired’s 2022 State of Wage Inequality in the Tech Industry report, “When competition is high, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.” 

      As organizations push to create environments where diverse sets of employees feel comfortable and supported, other employees — often referred to as ‘allies’ — will play a key role. 

      Regardless of who you are, there are ways to be an ally to others at work—even if you yourself lean on allies for support. Below are six essential tips on how to be a better ally.

      1. Identify as an ally

      In order to identify as an ally, it is important to first define what an ally is. An ally is a person who “supports, empowers, or stands up for another person or a group of people.” At work, allies support BIPOC (Black, Indigenous, and People of Color) and other marginalized colleagues. 

      To some, identifying as an ally is the most challenging part of their journey. It forces individuals to recognize and own their own privilege. Remember, even if you identify yourself as an ally, allyship is not just an identity. It is a lifelong commitment to building relationships based on trust, consistency, and accountability with marginalized individuals or groups.  

      Omoanatse McCarther, Senior Director of Per Scholas Diverse by Design highlights that as an ally, calling in and calling out can be two of the most transformational practices one can implement. This helpful resource from Harvard Diversity, Inclusion, and Belonging highlights how. 

      2. Cast out assumptions

      An ally should celebrate the differences in employees’ backgrounds because it strengthens the entire workforce. Making assumptions about someone’s ethnic background, sexual orientation, gender, etc., is a surefire way to make them feel alienated. 

      Whether it’s upfront or discussed with other employees, avoid drawing your own conclusions about coworkers. If you want to learn more about a colleague, ask open questions to discover more about their professional and personal background.

      This also applies to making assumptions about whether a person wants these things to be exposed to the rest of the business. For example, if a colleague confides in you about coming out — whether in regard to sexuality, gender, mental illness, or something else — don’t assume they want everyone to know. 

      First, ask how you can help. If they want your assistance in spreading the word or coming up with a solution to talk to people about it, they’ll let you know — and you won’t risk compromising trust by spreading their information without permission. 

      3. Listen and learn

      It’s tempting to impose your own opinions and strategies when someone talks to you about something they’re struggling with — and it might feel like you’re helping out. However, being a good ally means understanding what works for one person won’t necessarily work for another. 

      Genuinely listening to their perspective not only helps you better understand them but also helps you be a better ally to others. Specifically, active listening helps you understand concerns and build empathy.

      Once you’ve done your listening, use what you’ve gathered to support this person going forward. Specifically, you can create a safe space — an environment where they feel more comfortable. 

      When creating these safe spaces, make sure all employees know they are welcome. An open, judgment-free environment encourages participation that more and more people may feel comfortable joining. 

      Related: How to Foster Psychological Safety in the Workplace, from Interviews to Management 

      4. Amplify and advocate

      The Diversity, Equity, Inclusion, Belonging and Culture Team at Per Scholas says, “When advocating for others, be mindful of representing them in a way that aligns with their identities and experiences. Listen to how people refer to themselves and their identities, and honor the language they use. Language is crucial to DEI work, and allies should understand words’ power regarding inclusion and psychologically safe spaces.”

      Recognize your privilege as an ally and use that privilege for good. Mentor, advocate, amplify, and provide resources to your peers, particularly those from a less advantaged or diverse background. 

      Consider becoming a sponsor, an opportunity to advocate for an individual in an underrepresented group. In doing so, you support their career growth and even boost retention.

      Our partner, TopResume, suggests, “You can be an official sponsor through programs within your workplace, or you can serve as an unofficial sponsor/mentor. Once you have identified a need, you can offer your time and guidance to help give other helpful tools and tips for success.” 

      5. Know you’re not perfect

      Especially if you’re just starting out as an ally, be open about the fact that you don’t know everything. Apologize if and when you misstep. Own up to mistakes and de-center yourself by listening without focusing the conversation around your own views.   

      In general, people will appreciate you owning up to it and may even take the opportunity to help you learn. Even after you’ve had successes as an ally (perhaps multiple people have confided in you or thanked you for your support), don’t assume the learning ends there. Continue to absorb knowledge from other allies and maintain an open dialogue about where you have room to continue growing. 

      Per Scholas’ Diversity, Equity, Inclusion, Belonging and Culture Team is a big fan of Glenn Singleton and his work, Courageous Conversations About Race. The first step in developing racial consciousness is simply acknowledging, “I don’t know what I don’t know.” As an ally, this can evolve into understanding, where one can proclaim, “I know, I know!” By acknowledging our imperfections, we are officially on a path to create change for ourselves and within the environments we share with others.

      6. Educate yourself and others 

      Understand your education is largely determined by you. As explained by Hubspot’s Chief People Officer, Katie Burke, “Allyship at its core is the act of unlearning and relearning.” Embrace opportunities to know more about diversity, equity, and inclusion and work to empathize with underprivileged groups.

      More resources to guide you on your allyship journey:

      Start reading our Ally Series: 

      Should You Disclose a Disability During Your Job Search? The Complete Guide

      How Jobseekers Can Combat Pregnancy Discrimination in the Hiring Process

      Anxiety, Fear of Failure? You’re Not Alone: How to Overcome Imposter Syndrome

      What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search) 

      Ready to find your next tech or sales role? Employers are looking for tech professionals now. Here’s how Hired works for jobseekers. More

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      in Talent Acquisition

      What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search)

      by

      In recent years, organizations across all industries have made strides when it comes to building diverse and inclusive teams. In fact, companies are increasingly hiring and promoting employees from historically underrepresented groups, and they’re also extending offers to more and more women, who now make up the bulk of the US workforce. But despite this progress, there’s still a lot more work to be done, as outlined in Hired’s 2022 Wage Inequality Report. 

      While organizations might have improved the gender and ethnic diversity of their teams, many are still discriminating in other regards, such as against employees who are further on in their careers. This form of discrimination called ageism.

      Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

      What is ageism?

      Simply put, ageism is a prejudice causing organizations to overlook qualified older candidates and hire younger workers instead. 

      According to the AARP, ageism is pervasive in America. They found nearly 25% of workers 45 and older have been the subject of disparaging comments due to their age. What’s more, roughly 60% of older workers have seen or experienced ageism in the workplace. Ageism is perhaps most prevalent in the tech sector, where the average worker is 38 years old (compared to 43 years for non-tech workers).

      Add it all up and it comes as no surprise the same AARP survey found 76% of older workers agree ageism is a major obstacle standing in between them and a new job. 

      Youngism: The Reverse Ageism 

      This facet of ageism, now increasingly studied, focuses on bias against younger individuals. You might imagine someone muttering, “kids these days” or rolling their eyes as they groan, “millennials.” 

      Although positive words like “intelligent” and “tech savvy” surfaced, one study found common negative responses in descriptions of younger generations included “entitled,” “coddled,” and “disrespectful.” 

      In the same way ageism can hold back older adults from opportunities, youngism does the same to younger individuals. 

      What causes ageism?

      Ageism is a bias that makes businesses see older employees as liabilities more than assets. 

      In an age of technological innovation, companies may think older employees might not be technically proficient enough to work productively. At the same time, older individuals are thought to be stuck in their ways, making it harder for them to embrace change or try something new.

      In some instances, ageism might be linked to the fact that older employees tend to earn more than their younger colleagues due to their deeper professional experience. Cash-conscious companies might opt to extend offers for candidates just out of college who are happy to work for less.

      While the deck may be stacked against older workers to some extent — all hope is not lost. With the right approach, older professionals can overcome the bias of ageism in the job search, ending up with meaningful employment on the other side.

      With all this in mind, let’s take a look at some of the tactics you can employ to navigate your job search in your later years.

      How you can combat ageism and be confident in your job search

      First things first: Update your resume so it fits on one page and is reframed to reflect your current goals. After you’ve done that, it’s time to start looking for work.

      Related: How to Handle an Employment Gap on Your Resume (Flip the Script!) 

      As you begin your job search, here are five tips to keep in mind tohelp you overcome the challenges associated with ageism — and move forward to the next chapter of your career with a positive mindset.

      1. Demonstrate your enthusiasm

      At the end of the day, companies are looking to hire energetic, passionate individuals. Perhaps you worked for 25 years in corporate America and have all the requisite skills and experience. Still, if you come across as apathetic or as if you’re just going through the motions, hiring managers may hesitate to gamble on your candidacy. 

      Instead of reciting your experience, lead with your passion and excitement for the company and role.

      We also encourage you to market any mentoring skills. Your experience may be more valuable to other team members than you realize! Frame your experience as an advantage in this way and an opportunity to share your wealth of knowledge.

      2. Develop new skills

      Commit yourself to continuous learning and always try to develop new skills and learn new things. One easy way to do this is to complete certifications through popular business platforms like General Assembly, Exponent, Educative, and AWS. 

      3. Be curious and teachable

      Succeeding in today’s ultra-collaborative business landscape requires being a team player and a willingness to be flexible. By demonstrating your curiosity and teachability throughout the interview process, you can prove you have the right mindset to become a critical contributor to the team.

      Two ways to show your willingness to learn and ability to quickly acquire new skills are:

      Taking up interesting hobbies (e.g., learning how to write code) 

      Taking on volunteer opportunities (e.g., mentoring at-risk youth)

      4. Lead your interviews

      Acing an interview isn’t just about giving good answers to each question. It’s about forming a personal relationship and connection with the person on the other side of the table (or the Zoom call).

      By connecting with your interviewer on a deeper level and bringing a positive, pleasant attitude to the session, you can make a great first impression. This can carry you to the finish line and lead to a job offer!

      Related: Video Interviews 101: How to Impress in the Digital Age

      5. Arm yourself with data

      When you’re older, be cognizant of how your interviewer might perceive your age as a disadvantage. So, be prepared to defuse those objections right out of the gate.

      Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond) 

      One way is to proactively bring data to the table. For example, research suggests workers continue building knowledge and expertise well into their 80s — traits correlated with job performance. Furthermore, data suggests the average successful startup founder is 45 years old. 

      It’s also important to make sure you have a good understanding of what a fair salary is for your experience and role. Make sure you leverage tools like Hired’s Salary Calculator to understand your value before the interview.

      Related: What Does Your Tech Salary Look Like? A Review of Salary Trends 

      The more nuggets of information like this you have, the more confident you will be when you finally sit down at the table.

      Ready to land your next job?

      With the right mindset and a determination to land a new job, it’s possible to overcome the challenges associated with ageism and start the next phase of your career. Keeping these tips in mind as you begin your next job search. Good luck!

      Continue reading our Ally Series: More

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      in Talent Acquisition

      Anxiety, Fear of Failure? You’re Not Alone: How to Overcome Imposter Syndrome

      by

      Have you ever felt like you’re in way over your head in your career? Or maybe read a job description and thought, ‘there’s no way I’m qualified for that’? If so, you may be experiencing imposter syndrome. 

      Imposter syndrome is the appearance of anxious thoughts and feelings leading you to believe you’re out of your depth in a certain situation or like you’re a fake who may be discovered at any point. You might feel like you’re not deserving of success, praise, or even a new job or promotion. 

      While imposter syndrome doesn’t gender discriminate, this scientific study explains how imposter syndrome manifests within professional women: “Despite objective evidence of success, these women had a pervasive psychological experience believing that they were intellectual frauds and feared being recognized as impostors. They suffered from anxiety, fear of failure, and dissatisfaction with life.” 

      Imposter syndrome has become a bit of a buzzword in many tech and business circles — but it’s not without reason. It is a common underlying fear in many professionals with up to 82% of people experiencing it. Imposter syndrome is especially prevalent in those looking for new jobs. Read on to understand the root causes of imposter syndrome, how to detect it, and actionable tips on how to combat it during the job search process.

      Identify ways to spot imposter syndrome

      These feelings of inadequacy can be insidious and not altogether apparent. You may not even realize you’re experiencing imposter syndrome. 

      As Jessica Bennett, author of Feminist Fight Club, explains in her FastCompany article, imposter syndrome comes in many flavors. Bennett outlines the most common ways you to identify you’re experiencing it: 

      Feeling sure you’re going to fail or embarrass yourself.  

      Feeling like you’ll be exposed at any moment and tricked people to get your position.

      Devaluing your worth or minimizing your accomplishments, even if others are actively championing you. 

      Underestimating your expertise, like thinking you’re not qualified for a new job (more on this in the next sections).  

      Understanding the impact on underrepresented groups

      Unfortunately, imposter syndrome is more common amongst women and underrepresented groups. Studies show female entrepreneurs experience imposter fear to the degree that it hinders career growth. Even prior to entering the professional world, college students found links between imposter feelings and certain ethnic groups, leading to mental health problems. 

      We recommend Sheryl Nance-Nash’s BBC article for a deep dive on how oppression, systematic racism, and unequal representation leads to more instances of imposter syndrome for women of color.

      In a personal reflection from a member of our partner Diversability, Puneet S. says, “I only apply or do something if I am 110% sure and prepared. At times, I still doubt if I am good enough for the project. Some say historically marginalized groups tend to self-select opportunities so we should apply even if we don’t meet every criterion. This has helped me become aware of my unconscious bias and pushed me to show up and self-advocate.”

      In a conversation on imposter syndrome, it’s important to recognize and understand the impact of structural issues embedded in it. Addressing imposter syndrome is really tied to fixing these broader societal institutions. An article from Harvard Business Review urges the narrative to switch from fixing people to fixing bias, as feeling like an outsider is often the result of systemic issues. In this context, the onus is on leaders to help stir change. 

      Shifting from a big picture view, let’s review how amid these larger structural problems, you can practice self-care and resilience to face imposter syndrome. 

      5 ways to defeat imposter syndrome in the job hunt

      Imposter syndrome may manifest itself within your job search. If you’re on the hunt for a career change, but find yourself doubting your experience, abilities, or strengths, it may keep you from applying to certain roles. You might look at a job description and think there’s no way you could measure up, even if you have both the preferred proficiencies and experiences listed in the description – that’s imposter syndrome rearing its ugly head. 

      Qualify yourself 

      Brittany King, Senior Manager, TA-Talent Intelligence & Diversity, and a member of our partner Sista Circle says, “As someone who has been in the Talent Acquisition space for some time, I often hear about the effects imposter syndrome can have on jobseekers, namely early career talent or talent looking to break into a new industry. 

      Ultimately, the circular dynamic of “experienced required” vs “I need a job to get experience” leaves many feeling hopeless and lost. After all, how should one actually get experience without experience? 

      For me, it’s a simple answer: ‘Qualify yourself.’ I don’t mean wake up tomorrow and pursue the role of CEO fresh out of college, but I do mean checking-all-the-boxes is not required for success in a role. Good companies know that. This is especially important if you’re a member of a historically marginalized community. 

      For example, research has shown women only apply if they meet nearly 90% of the requirements of a role whereas men tend to apply when they meet only 50-60% of the requirements. This is a good case for the reality that it’s not always the “qualified” who get the job, but those who had the temerity to qualify themselves.”

      Below you’ll find our tips for countering feelings of inadequacy and gaining the courage to confidently apply to more positions.

      1. Keep a “Wins Folder”

      When you’re feeling unqualified, it’s easy to forget the amazing things you’ve done. Cataloging your accomplishments and milestones is a great way to reinforce your worth. Start a “Wins” folder, either on your desktop or in Google Drive. The idea is to organize and track your professional achievements. 

      If you’re ever feeling unsure and incompetent, open the folder and scan some entries. Pull it up before you go into any intimidating situation—an important meeting, performance review, or even a casual catchup with someone impressive in the office. As a bonus, you likely need some of this information for job applications, so it will be easy to access.

      Ideas of the collateral to save:

      Collect any positive feedback from colleagues, supervisors, clients, or customers, i.e., performance reviews or project assessments. You could even screenshot encouraging emails as a PDF. 

      Keep track of benchmarks and goals you hit in your previous roles (sales quotas, effective campaigns, etc.). 

      Notate any promotions you’ve received and any positive evaluation accompanying it.

      LaShawnda Rodgers is VP of Community Outreach for Blacks In Technology RDU among other roles including Founder, Leadership Coach, and Corporate Trainer. Based on her experiences with clients, she shares advice for jobseekers.

      “Keeping a detailed list of your accomplishments is imperative in job hunting to defeat imposter syndrome. It allows you to see and acknowledge how brilliant you are… I have my coaching clients ask themselves where those negative thoughts come from and if they are facts. Facts can be proven. If the answer is no, then they aren’t true. 

      Remember, the unfamiliar is scary but necessary for growth. Change your language about things that are unfamiliar. Instead of saying, ‘I have no knowledge of XYZ,’ say ‘I am in the processing of learning about XYZ.’” 

      2. Develop constant feedback loops

      People who experience imposter syndrome are often hesitant to ask for feedback. It makes you more vulnerable. Yet, getting frequent feedback is actually a powerful way to combat insecurities at work. 

      For starters, good feedback loops surface constructive criticism and an opportunity for positive reinforcement. Setting up the right feedback mechanisms with your manager and colleagues helps you see what you’re doing well in the eyes of others. It also offers up more evidence to add to your achievements (get it in that Wins Folder!). If you notice particular instances when you feel imposter syndrome creep in more, try to establish feedback around those events. 

      Further, frequent feedback gives you more real-time input into how your performance and behavior comes off to others. If you get nervous in meetings, for example, ask for feedback on a specific meeting or presentation soon after it happens. Those who suffer from imposter syndrome might dwell on a minor detail (like stumbling over a sentence) for months. Hearing from someone else on what went well and what didn’t will help reframe your thoughts.

      3. Set and track achievable goals

      Setting small, realistic goals, allows you to identify tangible accomplishments and celebrate meeting them, effectively bolstering your self-esteem. 

      As the productivity experts at Hubgets explain, “without specific, decisive goals to point you in a clear direction, it can be a challenge to find motivation and purpose… Establish your main target each day and set out to achieve it before working hours are over. The thrill of pursuit and the pride of success are excellent motivators.”

      When job hunting, your goals might be small tasks like: update my resume or apply to three positions this weekend. Then, make sure to recognize and celebrate when you meet those objectives. This consistent reinforcement will help boost your self-confidence and keep you motivated during the job search, especially when feelings of doubt or low self-worth pop up. 

      As we all know, looking for a new job can be a discouraging process. This practice will help!

      4. Network with peers

      Comparison may be a dangerous habit during the job search. Keep this in mind: the goal of networking isn’t to measure yourself against others in your industry. It’s more so to give you perspective. 

      When you join new groups or attend events, you’ll receive a broader sense of the current job landscape. Additionally, you’ll create invaluable relationships with folks who may be outside your current organization but still understand what you’re going through. As such, you’ll receive support, positive reinforcement, and validation.

      Also, look for those who’ve successfully completed a job hunt and ask about their experiences. You might be surprised how many others felt imposter syndrome during the process only to end up in a role they rightfully deserved. 

      Related: Hired Partners: Community and Networking for Jobseekers

      5. Fill up your tool box 

      There are many tools to incorporate into your daily life to reaffirm your worth. You just need to understand them, experiment with them, and see what works for you. 

      To get started, try these practices:

      Meditate while asking yourself questions to gain clarity. For example, “What am I trying to achieve? What am I doing that works?”  

      Focusing on abundance by listing what you’re grateful for in your life and career.  

      Take self-assessment tests to better understand your personality, strengths, and weaknesses, i.e., Meyers-Briggs, Enneagram, PATH Assessment.  

      Journal to dig deeper into issues or release negative thoughts. 

      Avoid imposter syndrome and find the perfect role

      Imposter syndrome can rob you of your confidence and make you doubt your unique skills and experiences. Even worse, it might make you second guess applying for a new position that’s perfect for you. 

      Instead of beating yourself up or getting lost in negative thoughts, take action against imposter syndrome. Use the above strategies to reinvigorate your mindset and banish thoughts of skepticism and worry. Know you’re not alone when you feel doubt, and remind yourself of your qualifications. 

      Happy job hunting! 

      Continue reading our Ally Series: More

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      in Talent Acquisition

      How Jobseekers Can Combat Pregnancy Discrimination in the Hiring Process

      by

      Moms are a major part of the workforce at about one-third of employed women. It’s reasonable to assume many women will go through the application and hiring process while pregnant. Although family planning can add some complexities, it should not dictate the job search. 

      One concern of expectant mothers is bias against that from hiring managers, even if they’re the most qualified candidate. You may think “Who wants to hire someone that’s going to need 3-4 months off within the first year of their employment?” This is a legitimate concern. It might be difficult to imagine a company willing to do this. But the truth is, there are — and you are capable of approaching this process.

      To hear from women who have dealt with this firsthand, we asked the SheCanCode community about disclosing pregnancy during the job search. SheCanCode is a global community on a mission to close the tech gender gap. Most expressed concern based on personal experiences. One member said, “I would not feel comfortable disclosing a pregnancy to a potential employer. I am currently in the job market and also undergoing IVF. I feel that disclosing this to a potential employer would immediately jeopardize a potential offer. If a job was offered, I would be fearful of being within the probationary period and that I wouldn’t be entitled to full maternity cover, should I lose my role within the probationary period.”

      While this is a common worry, pregnancy discrimination is illegal. If you’re trying to conceive or are pregnant while seeking employment, it’s essential to know your rights and look for the following signs of discrimination. Use this guide to empower you on your career journey.

      Understand the Protections for Pregnant Women

      The Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, and national origin. Over the years, two additional amendments strengthened the legislation.

      First, in 1978, the Pregnancy Discrimination Act (PDA) amendment required employers to treat pregnancy using the same rules applied to other short-term disability cases. 

      Then, in 1993, with the passage of the Family and Medical Leave Act (FMLA), new parents became eligible for 12 weeks of unpaid leave to care for a new child. To qualify, an employee had to work for the employer for 12 months. This rule applies to businesses with 50 employees or more.

      The Equal Employment Opportunity Commission enforces these laws. Most states have additional rules to combat pregnancy discrimination in hiring and the workplace.

      Recognizing Pregnancy Discrimination

      The PDA not only protects pregnant women, but recent mothers as well. It also covers discrimination based on medical conditions caused by pregnancy or childbirth. 

      It’s important you know what discrimination may look like during the application, hiring, and onboarding stage of a new job. A nerve-wracking aspect of job searching might be telling your new employer that you’re pregnant once hired (another phase when discrimination can occur).

      To further your understanding, here are a few examples of pregnancy discrimination:

      Refusing to hire pregnant applicants 

      If a candidate can perform their job, an employer cannot refuse to hire a woman because of pregnancy. It’s also against the law to ask a candidate about her childbearing plans. So do not feel like you need to answer any questions related to family planning during the recruitment process. However, employers may ask when and how often a candidate is available to work.

      Failing to modify duties

      Pregnancy is not a disability. But according to the law, employers must apply the same rules to pregnant workers as employees who are temporarily disabled. A pregnant employee may need to modify her job, for example, sitting rather than standing. Employers must make the same accommodations they would for any other employee with a short-term disability. So don’t worry if an aspect of the job may become difficult later in your pregnancy. 

      Withholding maternity leave 

      If a company allows an injured employee to take disability leave or unpaid leave, it must do the same for a pregnant employee. After a pregnancy-related absence, employers must hold open a job for the same amount of time they are held open for employees on disability leave. In other words, you can’t be fired after coming back from your maternity leave (without other due cause). 

      Offering inadequate health coverage 

      Making sure you have the right health insurance when starting a new job while pregnant can be stressful. While you don’t want to disclose that you’re pregnant, you also want to ensure you have adequate coverage. 

      Employers must provide health insurance coverage for pregnancy-related conditions in the same manner as other medical expenses. The Affordable Care Act, passed in 2010, prohibits insurers from declining to cover pregnancy as a pre-existing condition. 

      Regardless of your policy, it’s crucial to do your research. As HealthMarkets explains, “Maternity care is an essential health benefit, and all qualified health plans must cover it, even if you are pregnant before your coverage takes effect.” They recommend checking the Summary of Benefits and Coverage Page which will detail costs of pregnancy both before and after birth. While in the offer phase of a job, ask to view documentation for a company’s health plans and ask if they have any type of waiting period before coverage takes effect. 

      Firing you for being pregnant 

      The PDA prohibits discrimination based on pregnancy for any aspect of employment, including termination. So a company cannot fire you based on the fact you’re pregnant. There must be some other valid reason.

      FAQs About Job Hunting While Pregnant

      Don’t let some of the challenges the job search might pose discourage you. Here are frequently asked questions about launching a successful job hunt while pregnant.

      Do I have to tell potential employers I’m pregnant?

      There is no legal obligation to tell potential employers you’re pregnant. Moreover, candidates in their first trimester generally keep this information to themselves.

      Okay, I know I don’t have to disclose, but should I?

      It depends. If it’s early in the pregnancy and you’re not showing, you could wait until you’re a final candidate or receive an offer. If you’re in your second or third trimester and visibly pregnant, it might be obvious when you come in for an interview. Just remember that you’re under no obligation to discuss this during the interview process. 

      How should I facilitate a conversation with my potential employer, should I choose to disclose? 

      When the time is right, it helps to have a plan to disclose your pregnancy with an employer. If you disclose while interviewing, mention that you’ll manage your projects, so your leave will cause minimal impact. Emphasize your commitment to the job and that you intend to return after the maternity leave.

      To address any concern about work, reassure management you love your job and look forward to picking up right where you left off upon returning.

      Moreover, don’t stress out too much. Remember, companies want to hire you for the long haul, and make an investment in your future with their organization. A supportive employer with the right mindset won’t see a few months leave as an insurmountable issue. If you frame your pregnancy as exciting news (you’re expecting!), a good employer will more than likely be happy to hear about this new chapter in your life.   

      Can I take maternity leave immediately after starting a job?

      This depends on your employment situation. Under the FMLA, you’re not eligible for leave until 12 months of employment. However, many companies have individual maternity policies, so speak to the HR team to understand those. 

      Additionally, employers must treat pregnancy like any other disability. So if other employees are allowed to return after a short-term disability, you would be as well. You’re entitled to the time off your doctor advises for recovery. (Typically 6-8 weeks depending on your birth.) 

      How can I assess how supportive a company is of working parents? 

      For parents, the definition of a good job includes a family-friendly culture. Here are a few clues that indicate a company with a good work-life balance.

      Look for family-friendly words: If the company description or job post mentions words like “family-friendly,” “work-life balance,” or “flexibility,” that’s a good sign.

      Check the benefits: See if the ad mentions childcare, comprehensive insurance coverage, help with adoption, or other family-related benefits.

      Note the responsibilities: Pay attention to the percent of travel required and if long hours or weekend work is mentioned.

      Be observant in interviews: Ask questions about a typical workday. Do they have flexible work schedules that include remote work? You can also ask about the work culture and current employees to get a sense if other parents enjoy working there. 

      Last year, theSkimm’s #ShowUsYourLeave campaign launch sparked a flood of opinions and personal stories around parental leave, garnering 1,000 hashtag followers on LinkedIn. Progressive companies took this opportunity to showcase their generous policies (see Hired’s here). The campaign’s success proved leave as a point of interest, validating it as demand from jobseekers and an opportunity for companies to support employees and attract talent. 

      Related: Check out employers like theSkimm on Hired’s 2022 List of Top Employers Winning Tech Talent 

      Overcoming Pregnancy Discrimination While Job Hunting

      Even though it’s illegal, pregnancy discrimination is, unfortunately, still prevalent. According to survey data, 20% of moms report they have experienced pregnancy discrimination at work.  

      Conducting a job search while pregnant might not be ideal timing, but many women have successfully done so. Try to start early in your pregnancy, when possible. Become informed on your rights so you can confidently navigate the job search. Look for a family-friendly company. Most importantly, don’t worry! Not only is stress bad for an expectant mother, but the law protects you and you should be treated with respect and courtesy throughout this process. 

      Happy job hunting and family planning! 

      Continue reading our Ally Series: More