I’m thrilled to sit down with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion, who has dedicated her career to transforming workplace cultures. With her extensive expertise in human resources, Sofia has been instrumental in guiding businesses to create environments where every employee feels valued and supported. Today, we’ll dive into critical topics such as navigating pregnancy discrimination, fostering inclusive policies for expectant employees, and the broader implications for workplace equity.
How do you see pregnancy discrimination manifesting in modern workplaces, and what are some common challenges employees face during this time?
Pregnancy discrimination often shows up in subtle but damaging ways, like changes in how an employee is treated after announcing their pregnancy. This can include being sidelined for promotions, facing unwarranted criticism about performance, or even being dismissed under questionable pretenses. Many employees also encounter a lack of proper accommodations, such as risk assessments or flexible work options, which can make them feel unsupported or unsafe. The emotional toll is significant—feeling undervalued during such a vulnerable time can leave lasting impacts on their trust in the organization.
What should employers prioritize to create a supportive environment for pregnant employees from the moment they share their news?
Employers need to start with a culture of openness and trust. That means encouraging early disclosure without fear of repercussions and responding with genuine support. Clear communication about maternity policies and ensuring managers are trained to handle these conversations is crucial. Additionally, conducting dynamic risk assessments tailored to the employee’s role and needs shows a commitment to their well-being. It’s about making the employee feel valued, not just tolerated, during this transformative period.
How can HR professionals ensure that policies around pregnancy and maternity leave are not just in place but also effectively implemented across all levels of an organization?
It’s one thing to have a policy on paper, but making it work in practice requires consistent effort. HR should focus on regular training for managers and team leaders to ensure they understand the policies and know how to apply them fairly. Creating feedback loops where employees can voice concerns or suggest adjustments without fear is also key. Additionally, HR can set up check-ins with pregnant employees to proactively address any issues. It’s about embedding these policies into the daily fabric of the workplace, not just ticking a box.
What role does language and communication play in preventing discriminatory behavior toward pregnant employees in the workplace?
Language is incredibly powerful in shaping workplace culture. Comments or assumptions about someone’s pregnancy—like attributing behavior to hormonal changes—can be deeply hurtful and discriminatory, even if unintended. Training on equality and diversity should emphasize mindful communication, teaching employees and managers to avoid stereotypes or inappropriate remarks. Fostering an environment where people think before they speak, and where feedback is welcomed, helps prevent misunderstandings and builds mutual respect.
In cases where an employee feels discriminated against due to pregnancy, what steps can they take to address the situation, and how can HR support them?
First, the employee should document everything—dates, incidents, conversations, and how they felt—to build a clear record. If they feel comfortable, they can raise the issue informally with a trusted supervisor or HR contact. If that doesn’t resolve things, following the company’s formal grievance process is the next step. HR plays a critical role here by ensuring the complaint is taken seriously, investigated impartially, and resolved without retaliation. Offering mediation or external support, if needed, can also help rebuild trust and address underlying issues.
How important are risk assessments for pregnant employees, and what happens when they’re overlooked in a workplace setting?
Risk assessments are non-negotiable—they’re a legal and ethical responsibility to ensure the safety of pregnant employees. They help identify potential hazards specific to the employee’s role, like physical strain or exposure to certain environments, and allow for reasonable adjustments. When they’re overlooked, it puts the employee at unnecessary risk and sends a message that their well-being isn’t a priority. This can lead to physical harm, stress, and even legal consequences for the employer, as we’ve seen in cases where tribunals have ruled against companies for this neglect.
What impact does a supportive approach to pregnancy and maternity have on long-term employee engagement and retention?
A supportive approach during pregnancy and maternity leave can be a game-changer for employee loyalty. When employees feel cared for during such a pivotal time, they’re more likely to return after leave with a sense of gratitude and commitment. It builds a deeper connection to the organization, showing that they’re valued beyond their immediate output. On the flip side, negative experiences can lead to disengagement or turnover, and word spreads—how a company treats its pregnant employees often shapes its reputation as an employer.
Looking ahead, what is your forecast for how workplaces will evolve in supporting pregnant employees and promoting equity in this area?
I’m optimistic that we’ll see more proactive measures in the coming years. With growing awareness and legal precedents, I think workplaces will increasingly adopt flexible, tailored approaches to support pregnant employees—think more remote work options, comprehensive wellness programs, and better reintegration plans post-maternity leave. There’s also a push for broader equity, ensuring that policies don’t just focus on pregnancy but also on parenting and caregiving roles for all genders. The challenge will be ensuring small and medium-sized businesses keep pace with these changes, but with the right advocacy and resources, I believe we’re heading toward more inclusive workplaces.
