(Jennifer Dimoff, Jacqueline Brady, Stephanie Glibert/ The Conversation) — “It is with broken hearts that we share the news that our baby … was born sleeping. I will not be back into the office for another two weeks, as I need that time to heal, both physically and psychologically. Thank you for your patience and understanding during this incredibly difficult time.” — An email excerpt written by a senior consulting group manager to inform clients that her first daughter was stillborn.
With recent celebrity disclosures of pregnancy loss making headlines, including Meghan, the Duchess of Sussex’s opinion piece in the New York Times announcing her miscarriage, more women are taking to social media to share similar stories of pain and disclosure.
Their shared experiences underscore the reality that one in four pregnancies ends in loss.
Miscarriage and stillbirth (pregnancy loss before and after 20 weeks, respectively) are remarkably common and can have pervasive impacts on work and life.
Employees who have lost a pregnancy are more likely to quit their jobs, change careers and suffer from impaired work performance for months to years. For these employees and their organizations, pregnancy loss is not just a personal issue, but also a workplace issue. (…)