The real pressures on women

I began my recruitment process with Blades of Green on Nov. 20, 2014. I was unemployed at the time, laid off from a role in nonprofit management just three days prior. I was perusing Craigslist and I happened upon a role as the HR manager for a local, family-owned, lawn care and pest control company.

My job search was anything but stress-free. I was five months pregnant, cognizant that there would soon come a day when I would no longer be able to “hide” the pregnancy, and my medical insurance was quickly expiring. I was applying to anything that I thought I was qualified for. I was desperate. Throughout the interview process I did not disclose my pregnancy, fearful that it would deter (though illegal) them from hiring me. After several meetings and a long interview process, I started my career with Blades of Green in January 2015. As I sat through my first day, the owner began reviewing the policies and procedures for the company, one of which mentioned “blackout dates” during the peak of the season. My heart sank as I noticed my due date was right smack dab in the middle. So, riddled with guilt and anxiety, I came in on my second day and disclosed that I was pregnant.

I share this because I know I am not alone in feeling anxious leading up to my delivery about whether I had done enough to “prove my worth.” I was also not alone when I rushed back to work only a week after giving birth, fearful that I would be replaced or my commitment to the company would be questioned if I took off too much time. And, I was not alone in feeling the financial burden of a new child, with no paid time available making it nearly impossible to support my family while staying home to bond with my child.

While no one ever told me that I needed to “prove my worth,” this is just one example of the real issues that women face when entering our industry. But the good news is that we can do something about it. We have the ability to “be the change.”

I challenge you to think about what your organization is offering female employees when it comes to things like short-term disability to cover maternity leave. Many people are surprised to learn that this does not have to cost the company a dime but could help attract women to our industry.

To support our team at B.O.G., we implemented a voluntary short-term disability plan through Aflac in 2016 which has enabled interested team members to obtain 6-8 weeks of paid maternity leave. To ensure we understand what benefits matter most to employees, we launched a benefits survey to inform our decisions. Every company has an opportunity to make small changes that can make a huge impact, but it requires thinking outside the box. The “way things have always been” is not what is going to catapult our industry forward.

I have seen our industry change and evolve so much over the course of my tenure, with more and more women sitting at leadership tables, involved in policy implementation, and making companies better. Those women are advocating not just for themselves or their peers, but for the women that will enter the industry in the future. If you don’t have a place at the table or a voice in those discussions, ask your peers how to get there. Women in the industry are strong and they are making a difference. I challenge you to think about what difference you’ll make at your company.