A reader writes:
My lead administrative assistant, who is generally implausible, is pregnant. Previously few weeks, she has made some very important errors, two of which particularly have ended up inflicting a superb little bit of drama, rising 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 this can be a actual physiological factor! However I additionally want her to be extra cautious about element work. I’ve talked along with her about slowing down and taking time to double-check the initiatives she’s engaged on, however issues are nonetheless slipping via the cracks.
I clearly must have one other discuss along with her, however I’m involved about learn how to body that dialog. Whereas she’s blaming her points on “being pregnant mind,” I’m deeply uncomfortable doing so myself (and in reality 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 girls within the workforce, or to pathologize being pregnant. I really feel prefer it is perhaps vital to mentor her round utilizing such language to clarify efficiency points, however I’m undecided if that’s even acceptable for me to do, particularly when there actually is a physiological problem right here. Do you may have any recommendation for 1) being supportive however agency in speaking along with her about these items; 2) staying on the fitting facet of discrimination points once I do?
I reply this query over at Inc. at this time, the place I’m revisiting letters which have been buried within the archives right here from years in the past (and generally updating/increasing my solutions to them). You can learn it right here.