Pregnant and job seeking - to disclose or not?

I decided to write this blog after finding myself having the same conversation multiple times with many of my female candidates who have found navigating the tricky territory of whether to disclose their pregnancy or not when job searching or joining a new company.

This is a?deeply personal decision that carries significance for both job seekers and potential employers. We know legally, women do not have to disclose their pregnancy during the recruitment process. Under the Fair Work Act 2009, "your employer also isn't allowed to take "adverse action" against you because of your pregnancy. That could include unwarranted performance managements, demotions, unreasonable variation in duties, or placing pressure on the employee to resign.

However, it is not this simple and remains a grey area, often leaving female candidates feeling conflicted between being honest and transparent with their current or future employer, and avoiding potential bias and discrimination that may impede on their chances at securing a job.

While most companies may be supportive of pregnant employees or job applicants, be?aware that some employers may be less accommodating or have unconscious biases against pregnant job seekers, parents in the workplace while pregnant, while on parental leave, and upon their return to work.?

From the many conversations I have had with my female candidates, they have communicated pregnancy discrimination has often taken a range of surprising and sometimes subtle forms, such as:

• Disclosing pregnancy upfront through recruitment process, and being knocked back early in the process
• Attending a job interview that has gone well, followed by being the successful candidate for the position only to have offer withdrawn after disclosing the pregnancy
• Returning to work from maternity leave to more junior responsibilities and fewer opportunities to advance their careers
• Coming back from parental leave to find their scope of work and reporting line have been changed without consultation
• Demotion or dismissal (sometimes disguised as a redundancy)
• Employers requesting the role needs to be in a full-time capacity, making position redundant
• Being overlooked for promotional opportunities, with a feeling their manager may be questioning their commitment, capability and making assumptions about their ambition

So what should you do?

While there is no legal obligation to inform a potential employer, the majority of my clients I have spoken with to get their perspective, would prefer to have an open discussion and have candidates discuss their pregnancy upfront as the company may have specific work planned ahead?for them.?

Non-disclosure of pregnancy should not necessarily be perceived as a trust issue with the future employer?but it could depend on the nature of the role. For example, when applying for critical roles involving physical activities or high stress, discussing the pregnancy?may be beneficial for the woman and the potential employer to manage expectations and plan for maternity leave effectively.

Sharing this information can be a strategic move to understand the company's policies regarding maternity leave and benefits, family friendly culture and flexibility. It provides an opportunity to gauge the level of support the company offers during this significant life change.

If you do choose to disclose your pregnancy during your job interview:

• Be direct when answering questions about your pregnancy status or your expectations before, during and after your delivery. This demonstrates your honesty in an unequivocal way and shows you’re a thoughtful, advanced planner and you’re ready to commit to the role.
• Prepare a plan for your leave period and integration into the company to share with the potential employer. This shows employers that you will work hard before giving birth and will return to work as efficiently as possible.
• Consider when you want to disclose your pregnancy. You may choose to wait until you have a job offer in hand, or you might decide to disclose during the interview process. However, once you accept an offer, it may be prudent to inform your employer in advance of your start date.

When deciding how you would like to approach your pregnancy disclosure, trust your instincts and consider your own comfort level.

Whether you choose to keep your pregnancy private or if you feel it's important to be open about your pregnancy from the start, consider the long-term implications. If you choose not to disclose your pregnancy during the job search, plan for when and how you will communicate this to your employer and discuss potential accommodations.

I would love to hear from my network your thoughts and advice to women and the best way to approach the issue.?

Please add your insights and comments below.