A reader writes:
My lead administrative assistant, who is often incredible, is pregnant. Up to now few weeks, she has made some very vital errors, two of which specifically have ended up inflicting little bit of drama, growing workload for others in my division, and likewise costing our group a not-insignificant chunk of cash. She has been profusely apologetic about these errors, and blamed them on her “being pregnant mind.”
I do know it is a actual physiological factor! However I additionally want her to be extra cautious about element work. I’ve talked together with her about slowing down and taking time to double-check the initiatives she’s engaged on, however issues are nonetheless slipping by way of the cracks.
I clearly have to have one other speak together with her, however I’m involved about the best way to body that dialog. Whereas she’s blaming her points on “being pregnant mind,” I’m deeply uncomfortable doing so myself (and actually suspect it is perhaps actively discriminatory!). As a lady myself, I’ve no want to attribute efficiency points to one thing that’s nonetheless, sadly, used to discriminate in opposition to ladies within the workforce, or to pathologize being pregnant. I really feel prefer it is perhaps essential to mentor her round utilizing such language to clarify efficiency points, however I’m unsure if that’s even applicable for me to do, particularly when there actually is a physiological difficulty right here. Do you could have any recommendation for 1) being supportive however agency in speaking together with her about these items; 2) staying on the correct aspect of discrimination points once I do?
I reply this query over at Inc. right now, the place I’m revisiting letters which have been buried within the archives right here from years in the past (and typically updating/increasing my solutions to them). You can learn it right here.