The Reality of Maternity Leave (Or Lack Thereof) via WiLab



I cannot believe I am here again. I am currently expecting my 2nd child. After the birth of my first child, the main reason why I left my well-paying job in Boston with excellent benefits was to have more flexibility with my schedule. As a mother I needed to be there for my child. Another major component of my job change was to avoid the glass ceiling; just because I became a mother doesn’t mean that I all of a sudden don’t care about my career advancements. I have had the amazing opportunity to build a company from the ground up these past four years, but I find myself questioning why do we have no paid maternity leave policy! We are a small business. We have no short term disability. The new MA law for Paid Sick Leave does not apply to our organization, because we are too small. FMLA does not apply to us, because we do not have enough employees. A company of our size is only required to hold my job for 6 weeks vaginal birth and 8 weeks cesarean. That means, if I do not put my child in daycare at 6-8 weeks old, I can potentially lose my job. This practice, unfortunately, is the norm. I have nothing bad to say about my organization. One of the main reasons why I left my old job to start this company was to accommodate my new growing family and the flexibility that we needed in addition to growing my own career and personal experiences. This is a company that I have built, something that I have poured my blood, sweat, and tears into. It is just a major wake up call about how in business, you need to put every scenario on the line day 1, or you put yourself at risk. I have faith that my organization will try to accommodate my needs, but the reality is that they don’t have to.

…I propose the following question: 

What is the issue with providing paid maternity/paternity leave to families? 

The standard rebuttal: Who will pay for it?

It is hard not to feel like another pregnant woman inconveniencing today’s workforce. The general consensus (through the lack of legislation) is that our needs don’t matter, our families don’t matter, and our voices are silenced. There is a balancing act that is inherent to your future success within an organization: taking the policy they offer with a smile on your face and show up to work with no personal issues. Perhaps you are feeling under valued as a resource simply because you are a mother.

Don’t get me wrong; I am not advocating for laziness in the workplace or a consistent interruption of personal family matters, but the reality is that we are dual working families. Our families are important to us. Our jobs are important to us. Why are we not considered important enough to have the support that we need and deserve?

Potential mothers out there, I bid you fair warning. If you are planning to start a family some day, find a company that will respect your specific needs for paid time off, paid maternity leave, flexible schedules, and a solid low-cost healthcare program. Companies that do not offer these benefits don’t deserve you.

Policies of organizations big and small vary, so its important to be mindful when reviewing a maternity leave policy when entering a new job. The global company, Vodafone,seems to get it. They even offer their new benefits to US women (even though they are not required to). In a recent article on CNN, Vodafone states that it will offer at least 16 weeks maternity leave on full pay to all new mothers. And when they return to work, they’ll be able to work slightly reduced hours on full pay for the first six months. Vodafone’s CEO Vittorio Colao said in a statement;

Too many talented women leave working life because they face a difficult choice between either caring for a newborn baby or maintaining their careers

In typical business terms, prove it in the numbers. 

A report by KPMG, commissioned by Vodafone, found that global businesses could save up to $19 billion per year if they adopted Vodafone’s policy.

KPMG said companies spend roughly $47 billion every year recruiting and training new employees to replace women who leave the workforce after giving birth.

Offering 16 weeks paid maternity leave would cost only $28 billion a year, the report said.

Now what?

With the U.S. is being the only developed country with no guaranteed paid leave for new moms, according to the OECD, we are not left with much hope. Each baby brings up new emotions for the working mother force. It is time for change, and hopefully in our lifetime we will see more advocates for this cause.

My advice?

Find a culture that holds the same values as you do. Is your company building that culture or are they stuck abiding by the culture of the “norm”? Hopefully in our children’s lifetime, we will encourage enough change to embrace a culture that offers paid leave, alleviating worry and stress about lack of financial stability. Until then, we will long for a culture that respects working women, mothers, the future of our children, and their need for their parents during the first few weeks of their lives.



I am a lover of nature and everything Boston! As a career driven mama, I am always looking to find ways to balance motherhood with professionalism without losing touch with my fun side. A true believer in “keeping it real”, I spend my free time snowboarding, kayaking and love to run on the daily. I am a mother of a 4 year old (with another on the baby on the way!) and have been with my husband (also a lover of mountains) for 15 years.

Professionally, I have been in the staffing industry for 12 years and currently serve as a Chief Operating Officer for an IT consulting firm, Relational IT. I uncovered my secret “geek” and passion for the sciences and information technology through helping people find new careers and have been instrumental in developing and cultivating business opportunities in the greater Boston area for my organization.

I Co-Founded Blissfulmamas,a project created in order to shed some light on the positive aspects of being a working mama. Blissfulmamas is a networking community for working mamas with a positive outlook, looking to collaborate with each other on career advancements, job opportunities, managing and organizing family life, without forgetting about the long overdue personal “me” time. Our goal is to act as a positive outreach for working mamas and be a place where working mamas can collaborate, find resources & inspiration all available on the go!

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One Step Forward In the Working Mama Revolution

Please see the release of this story on WiLab!



During a recent interview with Chris Hayes on MSNBC, journalist Rebecca Traister was joined by a guest: her newborn daughter!  While she spoke about the recent email controversy involving Hilary Clinton, her little bundle slept silently on her chest.  I heard nothing about it and only came across the article when looking specifically for the latest news regarding working mothers.

This isn’t headline news and may not even go viral, but it should.  This small act is huge for working mothers who are striving to prove they are still relevant to their employers, despite their new parental status.

Despite this story’s quiet appearance, people are noticing it. Randye Hoder from said,“What was most remarkable, perhaps, was how unremarkable the baby’s presence was”

As working mothers, our goal is not only to find a balance between work and home life, but also to feel successful and supported in our work environments. Traister made a wonderful statement and point without really trying.  She did what feels natural to many of us, which is multitasking work and motherhood.  We don’t want to have to hide the fact that we are mothers and we don’t want to be defined by or judged for it at work either. Traister proved that being a mom and having a successful career is not only possible, but it’s the new norm!  The more we are exposed to these simple gestures, the more accepting society will be.  For now, Blissfulmamas is grateful for another amazing woman who is paving the way for us all!


dsc_0013Blissfulmamas is inspired by living in the moment, embracing the chaos and enjoying the crazy wonderful ride of motherhood. As working professionals, we really do have it all! Come as you are and embrace it. Families are like snowflakes, each different and unique, no two the same. The antiquated idea of the perfect roadmap to raising a family, balancing a professional job, and everything else in and between is long overdue for a make over! Blissfulmamasis a networking community for working mamas with a positive outlook, looking to collaborate with each other on career advancements, job opportunities, managing and organizing family life, without forgetting about the long overdue personal “me” time. Our goal is to act as a positive outreach for working mamas and be a place where working mamas can collaborate & find resources, all available on the go!

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Read more about and from the author: BlissfulMama’s WiLab Profile

Sheryl Sandberg and Speaking Up in the Workplace

Please see the release of this story on WiLab!

Photo from

Sheryl Sandberg and Adam Grant have been authoring a four part series for the NY Times called Women at Work and it’s been eye opening to say the least. If you’re familiar with Sheryl, you know she is the fearless leader of the Lean In movement. She strongly encourages women to lean in, understand how they are held back, and how we hold ourselves back from achieving our professional goals and advancing on to take on leadership roles in the workplace.


In the recent article in the NY Times; Speaking While Female,  Sheryl Sandberg and Adam Grant write on why women stay quiet at Work. As working career mothers, it is easy to relate to the descriptions of what women face in the workplace. There have been instances where our opinions and input were deemed as trivial and despite years of experience, we’re dismissed.

“When a woman speaks in a professional setting, she walks a tightrope. Either she’s barely heard or she’s judged as too aggressive. When a man says virtually the same thing, heads nod in appreciation for his fine idea. As a result, women often decide that saying less is more.”

The article speaks mainly to the response of men to women speaking up in the workplace, but what about the response of women? Is the problem that we as women are unable to deal with other women speaking up? I have heard experiences of many women in the workplace, unable to support each other or recognize good intentions when presenting a new idea. It is often other women in the work place who cut each other down, whether it be for another promotion, needing time off for family/leave, or just a simple idea. Women need to start supporting each other if we want to be effective with change.

When male employees contributed ideas that brought in new revenue, they got significantly higher performance evaluations. But female employees who spoke up with equally valuable ideas did not improve their managers’ perception of their performance. Also, the more the men spoke up, the more helpful their managers believed them to be. But when women spoke up more, there was no increase in their perceived helpfulness.

It becomes a game on when and where to speak up, often leaving women feeling that their best attribute is to hold there tongue and speak at the right moment, a sort of twisted strategic plan. Women who speak their mind are often seen as aggressive and forthright, not creative and innovative. It isn’t easy to figure out (which is a vast understatement), but if we initiate conversations and improve upon an accepting culture in the workplace, women will speak more freely and speak their minds, offering well intended value to their organizations.

The long-term solution to the double bind of speaking while female is to increase the number of women in leadership roles. (As we noted in our previous articleresearch shows that when it comes to leadership skills, although men are more confident, women are more competent.) As more women enter the upper echelons of organizations, people become more accustomed to women’s contributing and leading.

Positive Parenting this Winter: Keep Sick Kids at Home

Please check out the release of this story on WiLab!


Winter Woes. 

With all the recent snow in the Northeast, it is not easy being a career mama and trying to get to and from work, manage school closings and then on top of it all, potential illness in the family. Most companies only offer a limited amount of PTO, and Massachusetts this year has passed new law to include an additional 40 hours of “Earned Sick Time” that can be used for yourself or an sick family member, which will help in most cases attempt to battle the long drawn out winter woes of managing a family and career on top of a multitude of variables. This will be effective July of 2015, and hopefully will make a difference for most of next winter. It is to say the least, a step in the right direction.

Until then, do us all a favor, and keep your sick kids home! I have been at the other end of the spectrum and I agree that it is totally annoying to have to miss another day of work when your child is sick. It comes full circle, your kids are sick, you get sick, you miss work, your kids go to school and other kids get them sick, you miss work, everyone is healthy —and round and round you go again.

My advice is, get over it!

We send our child to daycare and posted on the walls are a variety of potential infections in the school; strep throat, stomach bug, flu, etc. It is horrifying to think that parents are having their infected children attend school or in general, bringing them to the grocery store, playgrounds and other public places! Most schools require immunizations, but with the recent influx of parents claiming that it is their right to choose whether or not to vaccinate their children, claiming non-medical exemption and/or religious reasons, the gap has widened to a real dangerous situation.

It is not your right to infect our children. 

I was a new parent once, and I get that the link to autism and vaccines is a scary thought. I asked my pediatrician for advice and she was outright angry at my question. I did my own personal research and determined that the risks outweighed the rewards of not immunizing my child. These diseases are REAL and DEADLY. We changed pediatricians to a family friend (the same Doctor that cared for me and my siblings when we were young). The entire tone changed when we discussed immunizations, and there was a sense of trust. We just went for it, and  immunized our son with the MMR shot. Unfortunately, he was the 3% of the population to exhibit Measles symptoms of a temp of 103+ and spots all over his body for 2 days straight.  I can remember his fast breathing and nursing him with a cool cloth throughout the night, scared $h!tless at what was happening before my eyes. But the truth is, it was a MILD version of the full blown disease and it was scary! I cannot imagine denying him the immunization with potential for contracting this deadly disease later in life or even worse, spreading it to other children who have not yet had immunizations. He just received the 2nd round MMR vaccination this past week with no issues.

Vaccinating the Baby, From a sketch by Sol Eytinge. Photo from the holdings of Francis A. Countway Library of Medicine—Harvard Medical School.

Immunizations are essential to a healthy community & society.

Cynthia Leifer, is an associate professor of immunology at Cornell University and a 2015 Public Voices Fellow at the Op-Ed Project. In her most recent article in CNN, she explains a valid point;

The unfortunate reality, however, is that more and more parents are choosing not to vaccinate their children for nonmedical reasons. Some refuse vaccines on the grounds of religious beliefs; others refuse on the repeatedly disproved argument that vaccines contribute to autism. Their high-risk decision not to vaccinate endangers not only their children, but also those who can’t receive the vaccines, and even those of us who have had the vaccine a long time ago, and depend on herd immunity.

Regardless of the reason why parents choose not to vaccinate their children, it is important for the rest of us to realize they are making the choice for all of us, too. By not vaccinating their own children, they increase everyone else’s chance of getting a preventable childhood disease like measles, whooping cough or even polio. Just last week, a 25-day-old baby died of whooping cough, which, like measles, is also spreading unnecessarily in the United States due to the decrease in vaccine rates.

Just like the drunk driver who makes a socially irresponsible decision that can endanger not only his life, but also the lives of the other drivers and passengers on the road, parents who choose not to vaccinate their children put everyone else at risk.

We can each play a part in protecting children by making sure parents understand their responsibility to vaccinate their children and the potential consequences on all of society if they don’t.

Positive Parenting.

We often look for simple solutions when parenting, managing a career and trying to coordinate childcare. Throw deadly diseases in the mix and it can seem daunting. Blissfulmamas outlook is to remain positive when trying to “balance it all” but we are realistic in understanding that we can’t be positive at every moment, and all the time. We can however, make positive choices when parenting our children. I personally have made the choice to immunize my children and keep them home when they are sick to reduce the risk of infection for others. To me, its a no brainer.


dsc_0013Blissfulmamas is inspired by living in the moment, embracing the chaos and enjoying the crazy wonderful ride of motherhood. As working professionals, we really do have it all! Come as you are and embrace it. Families are like snowflakes, each different and unique, no two the same. The antiquated idea of the perfect roadmap to raising a family, balancing a professional job, and everything else in and between is long overdue for a make over! Blissfulmamasis a networking community for working mamas with a positive outlook, looking to collaborate with each other on career advancements, job opportunities, managing and organizing family life, without forgetting about the long overdue personal “me” time. Our goal is to act as a positive outreach for working mamas and be a place where working mamas can collaborate & find resources, all available on the go!

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Read more about and from the author: BlissfulMama’s WiLab Profile

5 Quick Ways to Use Motherhood to Your Advantage in Your Career Search!

Check out the release of this story on WiLab!


Source: One Kings Lane

It is a challenging decision to determine how to best market yourself when attempting to revitalize your career, change jobs, or get back into the work force, and it can seem like a daunting task! When you take the time to update your resume and LinkedIn profile, remember how motherhood offered you a unique skill set that you can capitalize on. Use this to your advantage and draw upon applicable experiences that will highlight you as a stand out candidate! Being in the staffing industry for 10+ years has given me insight to what Hiring Managers and Organizations are seeking:

1. Buzz words: Get past the gate keeper. Someone is sitting at their desk, weeding out the piles and piles of resumes that are in their inbox. If you don’t have the top 10 buzz words that are found within the job description that you are applying for, you are out. You should tailor your resume for each job that you apply for.  On paper, are you a fit for this role?

Mama Buzz Word Key; communication skills, motivation, team player, problem solving, strategic, time management

2. Can you do the actual job? A deeper dive into applicable skill sets. Let’s be honest, sometimes as Mom’s we feel like we can take over the world, and with that said -take on too much! Look at the job from a high level perspective. Are you going to enjoy the day-to-day tasks, what can you accomplish in this new venture? Envision yourself in the new role. Drill down and highlight where your applicable experiences are in your past positions and make sure to be clear and concise when describing your abilities.

Mama Buzz Word Key; ability to hit your goals, demonstrated record of success, multitasking, organizational skills

3. Personality, will the current team be able to work with you? You are who you are, and you can’t change that. When on an interview, the greatest influence you will have is choosing when to speak. Listen to the team, what they want in a new employee, turn the tables on them. Then respond with your greatest assets.

Mama Buzz Word Key; accountable, adaptability, compassion, deep listening, empathy, teamwork

4. Schedule, what can you offer in terms of commute restrictions, daily schedule, etc. As a parent, you undoubtedly have a full schedule and need the extra cushion of flexibility when starting a new job. Kids get sick, cars break down, things happen. Do not lead with this foot, but do not shy away from the reality that you need some flexibility.

Mama Buzz Word Key; dependability, fast learner, flexibility, motivation, work well under pressure

5. Something extra, do your research! LinkedIn and Google are amazing tools. Utilize them before you apply to a job or interview with a team. Understand their atmosphere, current events of the organization and the people you are meeting with. You might actually have something in common with one of the team members and you can point to the common thread during the interview to help you stand out!

Mama Buzz Word Key; creative, passion, perspective, research

Revamping your resume, changing careers, interviewing -the entire process can be nerve wracking to say the least, especially knowing that you have some constraints being a parent. Use these tips to your advantage and prepare yourself as much as you can by using your Mama skills! When in front of an audience, take a moment to consider the question and answer accordingly, pulling the skills from your toolbox that are applicable and highlight your in-depth knowledge of the opportunity and job at hand. Mothers are natural born leaders -use this to your advantage!

Some recent articles that we enjoyed;

7 Ways Being a Mother Made Me a Better Leader, Phaedra Troy

6 Ways Motherhood Improved My Resume, Scary MommyRachael Minkowsky

Resume Tips: The Shortlist for Every Industry, Megan Broussard

Good luck!



dsc_0013Blissfulmamas is inspired by living in the moment, embracing the chaos and enjoying the crazy wonderful ride of motherhood. As working professionals, we really do have it all! Come as you are and embrace it. Families are like snowflakes, each different and unique, no two the same. The antiquated idea of the perfect roadmap to raising a family, balancing a professional job, and everything else in and between is long overdue for a make over! Blissfulmamasis a networking community for working mamas with a positive outlook, looking to collaborate with each other on career advancements, job opportunities, managing and organizing family life, without forgetting about the long overdue personal “me” time. Our goal is to act as a positive outreach for working mamas and be a place where working mamas can collaborate & find resources, all available on the go!

Facebook | Twitter | Instagram | WordPress

Read more about and from the author: BlissfulMama’s WiLab Profile

Susan Wojcicki Explains Why Paid Maternity Leave Is Good for Business

Susan Wojcicki, the CEO of YouTube explains why paid maternity leave is good for business in her most recently published article in the Wall Street Journal. She propels this issue to the forefront of our minds as we head into 2015, taking an influential stance on the importance to continue this conversation.

susan wojcicki

I was Google’s first employee to go on maternity leave. In 1999, I joined the startup that founders Larry Page and Sergey Brin had recently started in my garage. I was four months pregnant. At the time the company had no revenue and only 15 employees, almost all of whom were male. Joining a startup pregnant with my first child was risky, but Larry and Sergey assured me I’d have their support.

This month, I’ll go on maternity leave once again—my fifth time—joining the nearly 5,000 women who have done so since I joined Google. And though I’m now CEO of YouTube (which is owned by Google), I’ll be entitled to the same benefits as every single woman at the company who has a baby: 18 weeks of paid maternity leave.

Having experienced how valuable paid maternity leave is to me, my family and my career, I never thought of it as a privilege. But the sad truth is that paid maternity leave is rare in America, and the U.S. lags behind the rest of the world in providing for the needs of pregnant women and new mothers.

Susan not only highlights the recent reports released by the Department of Labor regarding statistics on the U.S. being the ONLY developed country in world that doesn’t offer government-mandated paid maternity leave, but also points to the Family and Medical Leave Act of 1993 as a step in the right direction, but being unpaid —does not offer enough substance for women and families to adequately support their families while on leave.

The statement that has drawn the most media attention, that paid maternity leave is GOOD for business is backed by data that paid leave not only offers more productivity upon return, it enhances overall company morale.

Paid maternity leave is also good for business. After California instituted paid medical leave, a survey in 2011 by the Center for Economic and Policy Research found that 91% of employers said the policy either boosted profits or had no effect. They also noted improved productivity, higher morale and reduced turnover.

That last point is one we’ve seen at Google. When we increased paid maternity leave to 18 from 12 weeks in 2007, the rate at which new moms left Google fell by 50%. (We also increased paternity leave to 12 weeks from seven, as we know that also has a positive effect on families and our business.) Mothers were able to take the time they needed to bond with their babies and return to their jobs feeling confident and ready. And it’s much better for Google’s bottom line—to avoid costly turnover, and to retain the valued expertise, skills and perspective of our employees who are mothers.

Best of all, mothers come back to the workforce with new insights. I know from experience that being a mother gave me a broader sense of purpose, more compassion and a better ability to prioritize and get things done efficiently. It also helped me understand the specific needs and concerns of mothers, who make most household spending decisions and control more than $2 trillion of purchasing power in the U.S.

It is refreshing to see women in executive level positions, who are career focused and also mothers –support and enhance the growth of this movement and continue this very important conversation. Thank you Susan and all Blissfulmamas who have lead the effort for change to embrace paid leave in 2015. The time is now.


Freeze those Eggs! A New Benefit Perk?

Check out our featured post in WiLab!


In the Silicon Valley arms race to lure the top talent with the best benefits and attract more women to their staff , Facebook and Apple are offering to pay for the egg freezing procedure for women who choose it to delay childbearing.

With this latest announcement, comes a flurry of opinions on the matter. Does this benefit really help women in their careers take the pressure off?

Having a high-powered career and children is still a very hard thing to do,” said Brigitte Adams, an egg-freezing advocate and founder of the patient forum By offering this benefit, companies are investing in women, she said, and supporting them in carving out the lives they want.

This latest NBC article makes some very interesting points; although I wish they had actually interviewed potential candidates for this new benefit and gotten their take on the topic. Will people really utilize this benefit? How does this benefit change family planning / career plans? Would you consider freezing your eggs in hopes to get ahead in your career, to avoid the dreadful biological clock that most women fear? Will the process work when you are actually ready to have children? Is the process painful? What are the risks that it all together will not work?

With the great pressures on women and career, this benefit will most likely come at an important time in bringing more women into the workforce, and assisting them to reach top level executive opportunities.

From a business perspective, most want to know…will this perk pay off?

“The attitude toward egg freezing is very different,” and more positive, than just a few years ago, said Christy Jones, founder of Extend Fertility, a company that offers and promotes egg freezing across the country. Women are making the proactive decision to freeze their eggs at a younger age, and the choice is “more one of empowerment than, this is my last chance”

Will the perk pay off for companies? The benefit will likely encourage women to stay with their employer longer, cutting down on recruiting and hiring costs. And practically speaking, when women freeze their eggs early, firms may save on pregnancy costs in the long run, said Westphal. A woman could avoid paying to use a donor egg down the road, for example, or undergoing more intensive fertility treatments when she’s ready to have a baby.

But the emotional and cultural payoff may be more valuable, said Jones: Offering this benefit “can help women be more productive human beings.”

This last statement makes me cringe “help women be more productive human beings” REALLY? I didn’t realize we were all so unproductive. Regardless of your organization’s standpoint, the companies that offer these benefits, and the companies that SELL these benefits; like Extend Fertility & Eggsurance….The choice is YOURS. The choice that you make regarding your career and family planning is up to YOU and your FAMILY. Try to block out the demanding voices all around you and even in your head. When the time is right (it may never feel like the right time if you have a demanding career), but when you are ready to have a little mini you in the back of your car, sharing the joys of life  – you will find a way to make it work. And for those who struggle TTC or if you fear TTC later in life, by all means freeze those eggs!

We found the following articles published on Bloomberg Business Week  by Emma Rosenblum  to be more thought out, better presented and factual if you are looking for additional information; check out these two stories.

The Real Reason Women Freeze Their Eggs Isn’t Career Growth

Given a choice, every woman I spoke to would prefer to have had children earlier and naturally. The hindrance in most cases was their not having found the right partner at the right time. Sure, most were working hard in their careers; this was part of why, they felt, they hadn’t settled down. Not one of the women I interviewed took egg-freezing lightly. They didn’t want to have to do it. While it’s nice to have the option, I doubt that droves of young women in Silicon Valley will be lining up to collect that money.

Later, Baby: Will Freezing Your Eggs Free Your Eggs Free Your Career?

Behind this week’s coverLike many others who’ve frozen their eggs, Emily uses the word “empowered” to describe the experience. She thinks it will allow her to date without radiating the desperation of someone who has to have a baby right this very second. And now she doesn’t feel as guilty about dedicating most of her time to work. “It’s like, thank God, I don’t have to focus on having kids quite yet. I’m not in a real panic anymore,” she says. Her mother, however, would still like her to get on with it. “She said to me, only half-jokingly, ‘I’m glad you went to business school and work 100 hours a week—and don’t have time to meet anyone—so you can afford to freeze your eggs.’ Thanks, Mom.”



dsc_0013Blissfulmamas is inspired by living in the moment, embracing the chaos and enjoying the crazy wonderful ride of motherhood. As working professionals, we really do have it all! Come as you are and embrace it. Families are like snowflakes, each different and unique, no two the same. The antiquated idea of the perfect roadmap to raising a family, balancing a professional job, and everything else in and between is long overdue for a make over! Blissfulmamas is a networking community for working mamas with a positive outlook, looking to collaborate with each other on career advancements, job opportunities, managing and organizing family life, without forgetting about the long overdue personal “me” time. Our goal is to act as a positive outreach for working mamas and be a place where workingmamascan collaborate & find resources, all available on the go! 
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You’re Invited! Our upcoming Featured Mama, Lizzy wants you to check out her Mommy Energy Group Coaching Session!!

“YOU’RE INVITED!!  Join Lizzy every month for a free-for-all Mommy Energy Group Coaching session. Her next session is TONIGHT at 9PM EST.  Want to learn more about Mommy Energy?  Come listen to Lizzy’s teleclass, “7 Reasons Why You Want More Mommy Energy” on November 7th at 9PM EST.  If you’d like to ignite your Mommy Energy book a Complementary Mommy Energy Coaching Session.”


Hiring a Working Mom, Myth vs. Reality

We often wonder, how did working mothers get the reputation for being unreliable?  A simple answer to this question is; too many assumptions!  With an increasing amount of mamas in the workforce today, these issues will hopefully become a thing of the past.  The best way to combat these thoughts is to stay the course, remain strong and proud and our work will speak for itself.

In a recent article published by Shannon McLay, Hiring A Working Mom, Myth vs. Reality; she shares some common misconceptions and realities about how moms approach their work life.  There is an overwhelming focus on what working moms CANNOT do; i.e. limited availability, rather than what we can do and what talents we have to offer.


Some of the Working Mom Fallacies noted are;

1) Working Moms Take Too Many Sick Days
2) Working Moms Can Leave At Any Moment to be a Stay-at-Home Mom
3) When Working Moms Work From Home, All They Do Is Laundry
4) Working Moms Put Their Kids Before Work

With an overwhelming focus on the negative attributes mothers bring to the workplace, how are we ever going to overcome this stereotype, or better yet -change the culture or mindset of the places and senior level directors that we work for? How will they ever accept families in the workplace as commonplace, just a part of life, reality and also as a SUCCESSFUL part of their business? How can we prove that being a mom, or having a family does not negatively impact productivity?

The reality is, we cant. But we can decide who we work for and it seems like places like Silicon Valley are getting the picture, but in more conservative or traditional workplace environments -women are getting the short end of the stick. Here are some Working Mom Realities that  were noted in the article;

1) A Working Mom Does Not Have Full Blame for Sick Days
2) Working Moms Usually Become Stay-At-Home Moms Due to Family Finances
3) Working Moms Work Harder From Home Than At The Office
4) Working Moms Prioritize As Needed

Moving forward, as working parents we can only prove our own myth vs. reality, and put forth the effort that our careers demand by also prioritizing the most important people in our lives, our family. With the most recent shifts and advancements in providing employees with better benefits packages, equal pay for equal work, family leave and flexibility -our hope is great.

WiLab’s Working Mom Series: Apple and Facebook’s New Egg Freezing ‘Benefit?’


apple-facebook-freeze-eggs-mainThis NBC News article takes the positive approach to the matter, kicking off with a quote from Brigitte Adams, an egg-freezing advocate and founder of the patient forum By offering this benefit, companies are investing in women…and supporting them in carving out the lives they want.”  NBC focuses on the positives of this new corporate benefit like leveling the playing field for a male-dominated Silicon Valley and attracting more female talent.  It goes on to quote author Emma Rosenblum  “Not since the birth control pill has a medical technology had such potential to change family and career planning.” 

The article does also touch on, only very briefly, the drawbacks to companies covering the cost of freezing eggs. Women may feel indebted to the company or feel it is perceived they cannot do their job while pregnant or a mother. However, it is brushed off by claiming “the more likely explanation for lack of coverage is simply that egg freezing is still new, and conversation around the procedure has only recently gone mainstream.”


Is it a benefit or a ploy to have women be indebted to their employers and feel pressure to put off Motherhood? The line between work life and personal life is one that is quickly blurring and policies like these blur those lines even further.

Egg freezing is a huge decision and a huge cost, but one that has historically been made after a personal evaluation of your career and financials. With this new benefit a third party, your employer, joins the conversation.  Some may argue that your employer was always a part of the conversation, and that is probably true. However, your employer isn’t just a factor anymore, but rather an active contributor.

On the one hand this is a fabulous benefit to offer employees who have already or would have elected to freeze their eggs and may not have been able to afford it.  It supports women’s flexibility in choosing when they want to start a family and gives them the opportunity to focus on career now and family later.

On the other hand, this new corporate benefit can add an element of pressure that some women previously did not feel.  Before this benefit, the decision was entirely yours to make.  Now, since your employer is funding the process there may be a feeling of obligation, or guilt.  If you decide to have a child now rather than freeze your eggs for a chance later, does that put you at a disadvantage to progress in your career if you choose to return to work after maternity leave?

Dozens more questions passed through my mind on the matter. What if the company pays to freeze your eggs and later are fortunate enough to have a child when you want one, and then don’t want to go back to work, do you feel pressure to do so because your employer paid for you to freeze your eggs in the first place? What if your employer pays to freeze your eggs and then you decide you want to go to a different company?  Do you stay longer than you would have otherwise?


I netted out in a place that, at the surface I think it is positive that companies are expanding the benefits they provide their employees, but companies need to do more. I came across one article on that focuses on the need to think about and encourage companies to offer more benefits for employees once they have a family. I certainly agree!

As stated in the article “They could have offered on-site day care. (Currently, Facebook offers full-time on-site day care only for dogs; Apple offers none for dogs or humans.) They could have offered to ease negotiations about flexible work schedules for new parents. Above all, they could have offered transparent salary scales and guaranteed pay equity. Women feel far better about starting a family when they know they won’t be penalized, either economically or in terms of career opportunity, for doing so.”

Rather than discuss the perception of a benefit that a company has decided to offer, we should continue to encourage people to make the decisions that are right for them and encourage employers to expand their benefits to support those decisions.  I hope to see an evolution in the way companies support those employees who choose to have a family.  Some companies already offer flexible work hours or on-site daycare, but that is far from the norm and only a start.


Timna MolbergerTimna Molberger is the Director of Analytics at Visible Measures. As a working mom of 2, Timna squeezes in as much time as she can with her husband and two children and when she has a spare moment or needs a break you will find her rock climbing, hanging out with friends, or just relaxing. Timna holds a B.A. in Economics and Sociology from Connecticut College.

Location: Boston, MA

Read More about and from Timna: Timna‘s WiLab Profile