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Rachel Hudson • May 27, 2021

What Employers Can Expect from Woman Who's Going to Have a Baby at or After Age 35

When you’re in your 30s or 40s and expecting the first child, there are so many things to consider and take care of, especially if you’re working mom-to-be! We know what it’s like! However, let’s start with the positives! Getting pregnant after 34 provides you with the following benefits:


  • You’re more prepared emotionally and your maturity plays a crucial role in better parenting.
  • Having kids after 34 can make you mentally sharper as you age.
  • You are more financially stable.
  • Research shows that kids of older moms are better behaved, well socialized, and emotionally healthier. Besides, they can stay in the educational system longer and are more likely to go to college than their peers born to younger mothers.


Therefore, your overall maturity will pay off for your kid, an older mom is a Top Mom!


Yes, being a first-time mother after 30 is a beautiful experience, but what about your career? Now, when you’re pregnant, you’ll have two jobs to do - manage your work and grow your baby. Of course, it’s challenging and tiring! However, it’s totally possible to enjoy the pregnancy and the job at the same time! We’ve created this post to tell you how to do it! Besides, we want to discuss here your work rights during pregnancy, when and how to let your boss know when your maternity leave should start, and other important questions. Keep reading to fit yourself for potential issues and stay calm, confident, and happy!


What is Pregnancy Discrimination by the Employer?


Pregnancy discrimination means an expectant woman is treated unfairly or fired because she’s pregnant or going to become pregnant. Unfortunately, even now, in 2021, a future mother can be sidelined at work just because she’s expecting. A woman can be passed over for raises and promotions or even fired when she announces that she’s pregnant. Although many companies in the U.S. have become more welcoming to women, some are still engaged in discrimination. Regardless of a woman’s age or where she works (on Wall Street or at a convenience store), employers may no longer take her seriously as soon as she informs them of her pregnancy. 


Woman often face both pregnancy and maternity discrimination that continues while their kid is young.


Why pregnancy and maternity discrimination still exist in our society? It occurs for a number of reasons - some employers are sure that  a woman may lack work motivation during her pregnancy, or she can be less committed to her job, hence less productive. Employers may also have insufficient resources to provide overtime pay for other workers or support temporary workers to fulfill the duties during a woman’s sick or maternity leave. Yes, an employee’s pregnancy might be a burden for an employer, however, discrimination is illegal - it’s regulated by the Pregnancy Discrimination Act. 


Types of Pregnancy Discrimination


Unfortunately, there are plenty of ways pregnant women can be discriminated against, but the following are the most common. Let’s take a closer look at them:


  • Refusing to hire a pregnant woman
  • Requiring an expectant woman to take maternity leave earlier just because she is pregnant
  • Requiring an expectant woman to keep doing things that pose a risk to her and her future baby
  • Disrating or firing a pregnant employee for valid reasons
  • Not offering an employee the same or similar job when it’s time for her to return from maternity leave
  • Docking an expectant mother for taking time off to see her ob-gyn for prenatal care
  • Treating a pregnant woman differently than another temporarily disabled worker.


If you believe you’ve become a victim of discrimination related to your pregnancy, be sure to prove it and contact the Department of labor or EEOC within 180 days from the day the discrimination occurred to file your complaint.


If it is found that you’ve been discriminated against, you may recover the pays you lost, get the promotion you were denied, or get your job back if you were fired.


How & When Should You Notify The Employer Of Pregnancy?


Before you make an appointment with your employer to drop the big news about your pregnancy, make sure you know the company’s maternity policy and what family and medical leave regulations apply to you. For this reason, you should look into your employee handbook to learn about any pregnancy work benefits your company offers. When you get familiar with the company’s policy towards pregnant employees and knows your rights and entitlements, you can consider talking to your boss. 


Do not tell your coworkers about your pregnancy before you tell your employer! Otherwise, it may lead to an uncomfortable situation for both of you. Therefore, telling your employer first is the most professional thing you can do.


So, what is the right time to announce your pregnancy? Waiting too long causes anxiety, while telling too early puts you in a vulnerable position. Many expectant women wait until the beginning of the 2d trimester to share their big news; that’s because a big risk of miscarriage has passed. Besides, it isn’t long before your growing belly will start to show. You’ll also have enough time to research what benefits the company provides and consider your own needs. 


However, if you’re going to have a performance review, you might want to postpone sharing your news since it could negatively influence the review. 


On the other hand, pregnant women in their 30s may need more doctor’s appointments that interfere with their work or experience severe morning sickness - if this is your case, you’d better break the news sooner. 


What Are Your Rights At Work When Pregnant?


In this paragraph, we’ll discuss minimal legal maternity rights guaranteed by the law. However, each state has different regulations related to pregnancy, employee/employer’s rights& responsibilities, and you should know and understand them. Also, do check your contract to find out whether the company provides better pregnancy and maternity benefits. So, before you engage in a conversation with your employer about your pregnancy and any accommodations you might need, make sure you know the laws in your state and understand your contract. If in doubt, consult your HR department. 


Your Health & Safety at Work


Do employers have to accommodate pregnancy? The short answer is yes! When you formally notify your employers about your pregnancy, they should do a risk assessment of your workplace. They’ll also have to find out whether any shifts and changes are required to make you safer and more comfortable at work.


Health and safety cover the following apparent issues:


  • Traveling long distances
  • Being on your feet all day long
  • Stretching
  • Bending
  • Lifting heavy items
  • Too much noise
  • Tiredness
  • Stress
  • And other things that may be more difficult to do now when you’re expecting a baby.


If your job or workplace is not safe or comfortable for you, your boss should find a suitable solution for both of you: it can be a change to your working hours, another type of work, or even suspension on full pay. Creating an adequate, pregnancy-friendly environment for an expectant employee is one of the main employer’s responsibilities.


Pregnancy and Sickness


If you suffer from severe morning sickness and need to take time off work, this time won’t be counted towards your sickness record. However, if you take time off for a not pregnancy-related illness, e.g., the flu, it will count on your sickness record. Note that the pregnancy doesn’t mean you’re entitled to any more company sick pay than other employees are. You should also know that if you’re off work from week 36, your boss can make you start your maternity leave earlier. 


Time off for Doctor Appointments


The law guarantees paid time off for your antenatal appointments. Moreover, pregnant employees have the right to “reasonable” paid time off work to visit parenting or relaxation classes; plus, traveling and waiting time are also included. However, you may need a letter from your healthcare provider to prove you really need such classes. 


Things you Should Know About Maternity Leave


What is maternity leave? It refers to the period when an employee stops working after the birth of the kid. However, maternity leave can start prior to a kid’s birth if a mother-to-be requests it or has pregnancy-related complications.


The law does not require maternity or parental leave, so employees commonly use a combination of unpaid family leave, personal days, vacation, sick leave, and short-term disability during the time away from work. If you work for a large company (more than 50 employees), the Family and Medical Leave Act (FMLA) assures up to twelve weeks of job-protected yet unpaid medical leave for the birth.


How long your leave will last and which benefits are available hugely depend on the state you live in. For instance, New York’s STD insurance typically provides up to 26 weeks of partially paid leave for one of the parents. While in California, qualifying employees can get about 52 partially paid leave for the birth of the kid.


We often get asked, “What is the difference between maternity leave and maternity pay?” Sadly, the U.S. is the only wealthy country that doesn’t guarantee paid parental leave, and that’s one of the reasons why women decide to get pregnant after 34. Only 9 states and Washington, D.C. can boast their own paid family leave programs. However, the government takes steps to improve a national paid leave policy so that it’ll cover all parents. So, let’s hope for the better!


As you can see, maternity laws and procedures vary from state to state and are pretty confusing. So, as we touched on above, prior to arranging your maternity leave, do inquire about the regulations and benefits established in your state. Besides, if you’re lucky to work for a family-oriented company, you might expect additional benefits such as paid and/or longer leave.


Final Tips


Working moms-to-be usually have to cope with anxiety related to their pregnancy and birth of the kid and skyrocketing work stress - they may worry whether their job is secure or have a boss who doesn’t encourage much family flexibility or kid-friendly policies. Anyway, this is a tough time for an expectant employee. Do you feel the same way? Then you should learn how to cope with stress! Here are a few simple techniques:


  • Keep the work-life balance during pregnancy (okay, not only during pregnancy!) - eat a healthy diet, make a point of exercising every day, do not micro-manage at work and home, learn to say no. Next, it would be a good idea to keep your boss updated about your health if you feel you need more breaks or want to get some of your workloads transferred. In other words, interact with your employer and colleges; in most cases, it’ll make your life easier.
  • Work safely - use a footrest or a box to put your feet up if they’re uncomfortable and swollen, take frequent breaks, stretch your legs from time to time, ask for help when lifting heavy things, wear comfortable clothing and shoes.
  • Ask your employer for flexible arrangements - it can be work from home or part-time hours. Such flexibility can significantly reduce the mental and physical burden of working during pregnancy.
  • Update your resume - getting ready for any possibility eases stress. If you're not satisfied with your job or your employer’s flexibility with you, just ask yourself whether such an unsupportive environment is worth your while. Consider hunting for a new position! Although interviewing while pregnant is challenging, you still should revamp your resume and be open to new opportunities. Employers do hire pregnant women!


Being pregnant after 34 comes with many benefits, and one of them is an already established career. Now, you are a valued employee! Besides, more and more companies today understand how important it is to support expectant and new mothers. So, take good care of yourself and your future baby and don’t stress too much because of your work!


About Rachel


Rachel Hudson is a journalist and a blogger living in California and writing articles for different websites since 2015. She has a degree in medicine; hence she is covering everything related to health, wellness, etc., including motherhood and breastfeeding.

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Disclaimer: Content on this blog is authored by multiple sources. While we do make every attempt to proofread and fact-check, unless authored our staff, the views expressed do not necessarily reflect those of the Institute for Diversity Certification (IDC), Inc.

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By Amber Martin • January 27, 2025
The world of Diversity, Equity, and Inclusion (DEI) work is often challenging, rewarding, and deeply personal. When external factors, like societal tensions or political climates such as those during the Trump administration, amplify the weight, it can feel overwhelming. The responsibility to drive meaningful change, combined with the broader issues facing the world, can make it seem like the weight of the world is on your back. Here’s how to keep pushing forward, even when the load feels too heavy: 1. Reconnect with Your "Why" Your "why" is your anchor. Why did you start this work? What impact are you striving to create? Reflect on your initial motivations and the lives you’ve already impacted. Celebrate small wins—each one contributes to a larger wave of change. 2. Create a Support Network DEI work is not meant to be done alone. Build relationships with like-minded professionals who understand the challenges. Engage with Communities of Practice or join forums where you can share ideas, vent frustrations, and find encouragement. Lean on trusted colleagues, mentors, or friends who can offer advice or a listening ear. 3. Set Boundaries to Avoid Burnout Your well-being is critical to sustaining the work. Learn to say no when your plate is too full. Carve out time for rest and recovery—schedule self-care as non-negotiable. Delegate tasks where possible and trust others to share the load. 4. Stay Informed, but Don’t Overload While it’s important to understand political and social developments, constant exposure to negativity can drain your energy. Schedule specific times to consume news, and then step away. Focus on credible sources and actionable insights rather than sensationalized narratives. 5. Focus on What You Can Control The enormity of systemic change can feel daunting, but change starts with small, actionable steps. Identify areas where you can make the most immediate impact. Develop tangible goals and celebrate milestones along the way. Remember, progress—even incremental—is still progress. 6. Ground Yourself in the Present When the weight feels unbearable, ground yourself in the here and now. Practice mindfulness techniques such as deep breathing or meditation. Take a walk, spend time in nature, or engage in a hobby you love. Remind yourself that challenges are temporary, but your work leaves a lasting legacy. 7. Lean Into Hope and Resilience DEI work is inherently about creating hope for a better future. Reflect on the resilience of marginalized communities who have fought for equity before you. Visualize the future you’re helping to create—a workplace and world where equity and inclusion thrive. 8. Keep Learning and Growing Challenges often present opportunities for growth. Take courses, attend workshops, or read books that reignite your passion and sharpen your skills. Collaborate with others to explore innovative strategies to overcome barriers. 9. Celebrate the Collective Impact You are not alone in this journey. Recognize the collective power of DEI advocates worldwide. Focus on the ripple effect—every step you take contributes to a larger movement for change. 10. Remind Yourself: You’re Human, Too You cannot pour from an empty cup. Acknowledge that it’s okay to feel tired, frustrated, or even defeated at times. Seek professional support, such as therapy or coaching, if the weight feels too heavy to bear alone. Conclusion The road to equity is neither straight nor easy. The weight you carry is a testament to your courage, passion, and commitment to justice. While the challenges of DEI work and the broader world can feel overwhelming, remember that your efforts matter. Take it one step at a time. Lean into your community. Focus on your impact. And most importantly, know that you are never alone in this fight. Together, we will continue to push forward and create a brighter, more inclusive future.

6 DEI Resolutions to Commit Your Company to in the New Year

By Eleanor Hecks • January 22, 2025
As businesses enter 2025, advancing diversity, equity and inclusion (DEI) remains crucial to fostering a thriving, innovative and supportive workplace. As a leader or executive, you must implement DEI resolutions that align with organizational values and drive real change. Here are several key ones to prioritize in the new year. 1. Prioritize DEI in Recruitment and Hiring One of the most impactful ways to drive organizational change is through recruitment and hiring practices. To build a more diverse workforce, you should ensure that your hiring process is free from bias. Research shows that organizations with more diverse workforces are 35% more likely to have financial returns above their competitors. However, inclusive recruitment is about more than meeting diversity quotas. It ensures that every candidate, regardless of background, has an equal opportunity to succeed. This starts with eliminating biases from job descriptions, interview processes and the hiring pipeline. It also includes broadening your recruitment efforts by sourcing candidates from various networks and educational institutions, ensuring a broader pool of diverse talent. Resolution: In 2025, commit to reviewing and updating your recruitment policies to eliminate bias. Tasks include revising job descriptions to avoid gendered language, ensuring diverse interview panels and leveraging technology to reduce human bias in candidate selection. Also, aim for measurable diversity goals in your hiring processes. 2. Support Employee Resource Groups (ERGs) ERGs can be powerful tools for fostering inclusion and belonging in the workplace. These groups give employees from underrepresented backgrounds a voice and a platform to advocate for their needs. They can also be instrumental in shaping DEI policies, ensuring that initiatives are grounded in employees, real experiences. Resolution: Invest in and support your organization’s ERGs. You should provide adequate funding for these groups and provide access to leadership for mentorship and advocacy. Encourage ERGs to play an active role in shaping company policies, organizing events and offering professional development opportunities to their members. You can also offer a platform for ERGs to share their initiatives with the broader organization, promoting awareness and engagement. 3. Foster Inclusive Leadership Development Diversity at the entry level is important, but inclusion in leadership roles is equally vital. Diverse teams show 87% better decision-making results and produce more successful business outcomes. Diverse perspectives at the top of an organization lead to more innovative ideas, better team performance and greater employee engagement. Resolution: Create leadership development programs specifically designed to nurture diverse talent. You can include mentoring, equitable access to training and opportunities for underrepresented employees to take on high-profile projects. Building a pipeline of diverse leaders will sustain DEI efforts in the long term. This resolution is crucial for fostering long-term systemic change within your organization. 4. Measure and Hold Accountability for DEI Goals DEI progress is not always easy to measure, but it is critical for businesses to set clear, quantifiable goals. Without measurement, DEI efforts can lack direction and impact. Without precise data, it's difficult to gauge the effectiveness of your strategies and pinpoint areas that need improvement. Resolution: In 2025, establish clear DEI metrics to measure progress. These should include employee satisfaction surveys, retention rates for diverse employees and the representation of underrepresented groups at various organizational levels. Holding yourself and your team accountable will ensure that DEI initiatives are more than just a set of aspirations. Establishing regular reviews and transparent reporting of DEI progress will ensure that goals are met. 5. Promote Mental Health and Well-Being for All Employees More people now than ever are focused on mental wellbeing — in fact, more than a third of a third of Americans made Americans made New Year’s resolutions to improve their mental health. DEI efforts should extend to this aspect, as it is essential to fostering an inclusive work environment. Mental health positively affects job performance , and mental health support helps all employees — especially those from underrepresented groups — feel valued and understood. Resolution: Commit to enhancing your organization’s focus on mental health and well-being in 2025. You could offer mental health days, ensure employees have access to mental health resources and create an environment where employees feel comfortable discussing mental health challenges without fear of stigma. Promoting mental health initiatives supports DEI and increases retention and overall workplace satisfaction. 6. Commit to Ongoing DEI Education and Awareness As DEI initiatives evolve, so should the education provided to employees. DEI education should go beyond one-time training and become a continuous, company-wide priority. Ongoing DEI education helps employees understand the nuances of diversity, fosters an inclusive culture and encourages behaviors that reflect company values. Resolution: In the new year, commit to providing regular DEI training and resources for all employees. Cover topics like unconscious bias, cultural competence and inclusive leadership. Additionally, create space for open dialogue about DEI within the organization, encouraging employees to share their experiences and learn from each other. Interactive workshops and real-life case studies can reinforce the importance of inclusivity and equip employees with the tools to implement DEI in their day-to-day work. A Year of Meaningful DEI Action In 2025, business leaders must take deliberate and strategic actions to advance DEI within their organizations. By committing to inclusive recruitment practices, leadership development, continuous education, measuring progress and supporting employee well-being, businesses can create a more equitable and inclusive workplace. The new year offers an opportunity to set meaningful DEI resolutions that can lead to long-lasting change. It’s time to take action — your employees, customers and business will thank you for it.

Honoring Dr. Martin Luther King Jr.: A Legacy of Equity, Justice, and Inclusion

By IDC Staff • January 20, 2025
Today, we pause to reflect on the life, vision, and enduring legacy of Dr. Martin Luther King Jr., a champion of equality, civil rights, and justice. His unwavering commitment to dismantling systemic barriers and creating a society rooted in inclusion and compassion inspires the work we do every day at the Institute for Diversity Certification (IDC)®. Dr. King once said, “Injustice anywhere is a threat to justice everywhere.” These powerful words remind us that the pursuit of diversity, equity, inclusion, and accessibility (DEIA) is not just a professional calling—it is a moral imperative that extends to every corner of our lives. MLK’s Impact on DEIA Dr. King’s leadership in the civil rights movement laid the groundwork for many of the principles that guide modern DEIA efforts. His vision of a world where people are judged by the content of their character rather than the color of their skin resonates deeply with our mission to foster equitable workplaces and inclusive communities. As DEIA professionals, we stand on the shoulders of this transformative leader, continuing his work by advocating for marginalized voices, dismantling systemic inequities, and creating spaces where everyone belongs. How We Can Honor His Legacy Honoring Dr. King’s legacy goes beyond remembrance; it requires action. Here are a few ways we can continue his work in our DEIA practices: Educate and Reflect Take time to learn about the systemic barriers Dr. King fought to overcome. Reflect on how these barriers persist today and what role you can play in challenging them. Advocate for Equity Identify inequities within your organization or community and lead efforts to address them. Speak up when you see exclusionary practices and champion policies that promote fairness and accessibility. Foster Meaningful Dialogue Create opportunities for open and honest conversations about race, equity, and inclusion. Encourage diverse perspectives and actively listen to understand and learn from others. Commit to Service Dr. King emphasized the importance of serving others. Volunteer, mentor, or support initiatives that uplift underrepresented communities. Moving Forward Together At IDC, we are committed to advancing Dr. King’s vision by empowering DEIA professionals with the tools, knowledge, and resources to drive meaningful change. Let us remember that this work is not just about compliance or checking boxes—it is about creating a world where every individual has the opportunity to thrive. On this MLK Day, let’s recommit ourselves to the ideals of equity, inclusion, and justice. Together, we can transform Dr. King’s dream into a lasting reality. How are you honoring Dr. King’s legacy in your work and community? Share your thoughts and initiatives in the comments below. Let’s inspire one another to lead with purpose and passion.

Celebrating Our IDC Members and Certification Candidates: Your Dedication Inspires Us!

By IDC Staff • January 18, 2025
At the Institute for Diversity Certification (IDC)®, we are constantly inspired by the dedication, passion, and commitment of our members and those pursuing certification. Your efforts are shaping the future of Diversity, Equity, Inclusion, and Accessibility (DEIA), and today, we want to take a moment to celebrate YOU! Your Commitment Drives Change Choosing to pursue an IDC certification—whether the Certified Diversity Executive (CDE®) or Certified Diversity Professional (CDP®)—is a bold decision. It requires a deep commitment to learning, growth, and advocating for a more inclusive and equitable world. By investing in this journey, you are setting a new standard for leadership in DEIA and positively impacting organizations worldwide. Your commitment is not only transforming your career but also contributing to the broader DEIA movement. Each step you take in this program propels you toward becoming an even stronger advocate for change. We are truly inspired by your dedication. A Community of Leaders and Innovators As IDC members and certification candidates, you represent a network of visionaries committed to making workplaces and communities more inclusive. Whether you’re preparing for your certification exam, participating in our webinars, or engaging in our Communities of Practice, you are part of a dynamic and supportive group of leaders. Every insight you share, every strategy you implement, is building a better future for all. Together, we are creating a stronger, more inclusive DEIA ecosystem, and we couldn’t be more proud of the role you’re playing. Thank You for Choosing IDC On behalf of the entire IDC team, we want to extend our deepest gratitude for choosing IDC as your partner in this important journey. Your hard work, perseverance, and drive are what make this community so special. To those who have already earned your certifications—congratulations! Your accomplishments are a testament to your dedication and passion for DEIA. To those of you still working toward your certification—stay inspired, stay focused, and know that we are here to support you every step of the way. Let’s continue to push boundaries, break barriers, and create workplaces where everyone feels seen, heard, and valued.
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