Navigating Mom Bias at Work – How to Veer Off the “Mommy Track”

Written By: Daphne Delvaux, The Mom Attorney

As an employment lawyer and a mother, I hear many stories about mom bias at work. Moms are denied promotions, lucrative clients, and bonuses, while non-pregnant employees with less seniority and worse performance are given all of these opportunities. Moms are given eye rolls when they ask to attend parent-teacher conferences or when they ask for a flexible work schedules. Moms are forced out of their jobs after they give notice of their pregnancy, or right before or after maternity leave. Moms are denied the maternity leave they’re entitled to because their bosses “only took six weeks off.” Moms are told, “That’s what you get for hiring women.” Moms are told, “Your upcoming leave is an inconvenience to the business.” Moms are told they are using the restroom “too often” when they experience morning sickness, or are sent to the restroom to pump.

But MomAttorney, isn’t this discrimination? Isn’t discrimination illegal? Why does it still happen? And what do we do when it happens to us? I’ll cover the answers to these questions in this article.


1. WHAT IS PREGNANCY DISCRIMINATION?

Under the law, a pregnant woman may not be treated differently or adversely on account of her pregnancy. Employers may not refuse to hire, select for training, promote, and may not terminate an employee because of pregnancy, breastfeeding, or pregnancy-related conditions.

An employer may not discriminate or retaliate against a parent for taking leave. An employer cannot use a woman taking maternity leave as a negative factor in decisions such as hiring, promotions or discipline.

An employer will rarely tell the mother that the reason for the different treatment is her pregnancy or maternity leave. It will usually be about “revenue problems” or “not meeting performance expectations.” That does not mean the bias isn’t there. The way to recognize discrimination is to look at how the employer will treat other non-pregnant workers. Are they treated better than you? Were you treated better before your gave notice of your pregnancy or need for maternity leave or accommodations? Are you suddenly reprimanded for things you did a long time ago or are you disciplined for things other employees do without repercussions? Is there a pattern of comments such as, “You better not leave us hanging,” or “Once you have that baby you probably won’t come back?” These are all signs of pregnancy discrimination. Be vigilant.

2. WHY DOES PREGNANCY DISCRIMINATION STILL HAPPEN?

Many people can’t fathom someone discriminating against a pregnant woman. After all, doesn’t everyone love babies? We were all babies once after all, though many seem to have forgotten. But it does happen. The motivation behind pregnancy discrimination is not in the fact that the woman is pregnant. Many of these bosses are parents themselves. Instead, the frustration lies with the upcoming absence, and the employer’s obligation to find replacements and coverage. There’s also frustration with having to give the woman back her job when she returns from leave, and the employer’s conflicting interests to ensure staffing continuity for their clients or customers. Often, the discrimination seeps in with the second or third pregnancy, as if the mother has exhausted her privileges. We call this “Second Baby Syndrome.” Yes, there’s a term for it because it happens so often.

Mom bias is based on a deep-rooted belief that it’s better to have employees without obligations at home. Many employers will treat workers who are 100% focused on work better than those with family obligations. There’s an assumption moms will no longer be devoted to the job after the baby is born. To preempt the mother leaving the workforce, the employer may intentionally or unintentionally create a situation where the mother feels unwelcome and unsupported, in an attempt to get her to leave the job. Sadly, many mothers do. But we shouldn’t have to.


3. HOW DO I AVOID THE “MOMMY TRACK”?

The “mommy track” is the track of less opportunities on the sole basis that you are a mother. When an exciting new project comes through the door, the mommy track prevents you from receiving this project because your employer is concerned you can’t attend late night meetings. When a selection is made of who will present a new product at an important conference, mommy track will prevent you from being picked because your employer assumes you cannot travel. Mommy track is the presumptuous belief that you are less interested in the job and no longer fully capable of performing at the same level as the other employees, and therefore less deserving of professional advancement.

As all moms know, this is a myth. In my experience, moms are very committed employees. They come in, get the work done, and go home without wasting anyone’s time. They can work under pressure, they are master organizers, and are used to chaos and stress. They are resilient. When they show up, it means they made a choice to leave their children so they could work, either for financial reasons or because their work is important to them. How is that for proof of loyalty?  

The mommy track will not go away any time soon. But there are tools to stay off it:

Know Your Rights

If you feel like no one is helping you, you can take comfort in the fact that the law is on your side. When you know your rights, you will also know how to use them. Does this take confidence? Yes. Is it scary? Also yes. Mama, I know you’re worried about losing your job. But knowing your rights will give you courage and it will give you a roadmap.

Educate Your Employer

Do not assume your employer is giving you accurate information about your rights. These regulations are complicated and change every year. Many HR professionals are proficient in these regulations and know how to enforce them, but some don’t. Many HR professionals take their job of protecting the employees from abusive managers very seriously, but some will stay loyal to management regardless of their actions.

There are a lot of misconceptions about moms’ rights. In California, many moms are given less maternity leave than they are entitled to, because employers do not understand the rules about stacking leaves. Mothers working for employers with 5 to 19 employees are entitled to 4 months of maternity leave, but mothers working for employers with 20 or more employees can stack an additional 12 weeks on top of these 4 months if they are eligible (with up to 18 weeks of state benefits at 60-70% salary).

Upon return from leave, parents have to be immediately reinstated to the same or a comparable position. Mothers have to be provided a break to express breastmilk. If a mother needs an accommodation, the employer must grant it as long as it’s reasonable, not an undue burden, and the mother can still perform the essential functions. Reasonable requests are a chair, a temporary work-from-home arrangement, additional breaks or a finite extended leave of absence. Unreasonable requests are daily cookie deliveries by Ryan Gosling or a nap pod (If only…)

Remember that we are changing the status quo. This takes time. While it’s important to educate your employer on your rights, don’t assume your employer does not want to work with you to figure out any misunderstandings. The basis for any breakdown between the employer-employee relationship is this: women are afraid to ask for accommodations because they don’t want to get fired, the employers are afraid to give accommodations because they are afraid the mother will not return to work. Often, this will result in the mother leaving this job, even though she may have been able to stay if there would have been better communication.

Framing Your Request: Be Patient and Understanding

Don’t barge into your boss’s office saying, “I’m entitled to…” or “You owe me…” Framing is important: “I really enjoy working here and I have a few ideas to increase visibility for our company. As you may have seen, a lot of companies are creating family-friendly workplaces in an effort to retain talent and reduce turnover. I’ve created a ramp-up plan for parents returning from parental leave. Research shows that many parents are forced to leave their jobs in the first year of parenthood. This plan would be a temporary accommodation for new parents where they could perform part of the work from home. I propose we try it out for six months. If it doesn’t work, we can still return to the original policies of 100% on-site attendance. If it does work, I promise I will talk about your efforts to help parents in every professional network, and I will submit articles about the success of this plan to local business groups.”

You have to frame your request for accommodations in a way that it will benefit the employer. You also need to acknowledge your employer’s fear: “I understand you are worried that parents will take advantage of flexibility, but everyone will still be expected to perform their duties. We can set up meetings through zoom. We can do monthly in-person assessments of the workload.” Be creative!

Seek Allies

Try to find other parents who would benefit from your requests. It is always more likely for an employer to grant a collective request instead of an individual request. If you are the first mother, you have an opportunity to be a trailblazer and create new policies for all women. How amazing is that!

In Case of a Breakdown, Talk to Someone

Sometimes, a mother can do everything in her power to keep both her boss and her baby happy, but she still ends up without a job. As a mother myself, these stories make me thunder with injustice. Being forced out of a job when a woman is pregnant or just had a baby is scary. While she should be enjoying her new baby she is laying awake worrying about bills and healthcare. The stress can cause depression and anxiety in an already demanding time period. Right when she’s at her most vulnerable, she now has to worry about finding a job or fighting for her job. Many moms tell me they still mourn that the difficulties with their employers tainted their bonding time with her newborn baby. 

In my opinion, discriminating against pregnant women or new moms is an emotional robbery of a stress-free maternity leave. This is a sacred time. We have a collective responsibility to welcome new babies into this world by making sure mom feels safe and secure. We have to be conscious of mom bias in hiring, promoting, and firing. We can’t assume moms can’t handle the job as well as an employee without kids. But still… mom bias is real. It’s not all in your head. If you are being subjected to mom bias, make sure to talk to someone. Don’t minimize the experience. Talk to friends, family, woman’s advocates, or counselors, and most importantly, other mothers.

Mama, you are not alone.

For more information about your rights as a mother or to talk through a challenging situation at work, visit www.themomattorney.com

#Startup Life: Defining a Parental Leave Policy

written by, Miriam Bloom Williams and Tara Elwell Henning | co-founders of Bloomwell

The startup environment requires constant and ruthless prioritization, and in most early stage startups, parental leave policies aren’t implemented until the need arises. This means that expectant moms and dads often find themselves in a unique position: the first person at your startup to have a baby. As if things aren’t hectic enough, you’re acutely aware that your decisions may impact the new parents that come after you. We’ve *literally* been there – so we’ve put together a step-by-step approach to help you get it done, regardless if your company even has an HR department yet!

1. Know Your Rights & Share Benchmarks

Many executives are looking to do “the right thing” but aren’t certain what that might be. In addition to knowing your state and federal rights, providing benefits benchmarks is crucial to establishing a policy that is perceived as fair, generous, or even best in class. 

Federal laws: The Family and Medical Leave Act, or FMLA, is a federal program that guarantees your job – unpaid – for 12 weeks after baby. 

State laws & Short Term Disability Insurance: Eight states and D.C ( California, New Jersey, Rhode Island, New York, Washington, Massachusetts, Connecticut and Oregon and D.C.) have additional laws to support families, including short term disability insurance that allows you to receive a portion of your salary while you’re on leave. Many progressive companies complete the gap. For example, if CA law covers 45% of your salary, a company may want to offer coverage of the remaining 55%. 

Benchmarks: Many companies go above and beyond what is legally required. Both Glassdoor and Fairygodboss offer visibility to the leave policies of major corporations. Consider not just the length of time, but what portion of your leave might be paid, or can be taken unpaid. 

This stage is also a great time to remind the leadership team that parental leave policies are an amazing recruitment and retention tool. 

2.  Parental leave policy templates

Whether or not you’re in HR or the legal department, this is an all hands on deck kind of situation. You can find examples on Workable and SHRM

3.  Consider return to work resources

While we all love a onesie with the company logo, we love some even more powerful ways to show support for the growing families.

Make food preparation easier: A gift card to Blue Apron, Doordash or Uber Eats.

Ease back to work with a 4-day work week for the first month. 

Drop-in or emergency child care benefits can take some stress off two-income households when unplanned issues arise with childcare providers.

Institute flexible work policies including Work From Home, ensuring that all meetings take place between core work hours of 9 to 4.

For jobs that require travel, consider a partnership with Milk Stork.

4. Take your leave. And encourage male colleagues to do the same.

We love the stories of new fathers Alexis Ohanian (Reddit co-founder, married to Serena Williams) and Adam Rhuberg (Director of Analytics, UpWork), acknowledging that family leave is essential for both parents … and confirming that both parents share and enjoy childcare duties. Remind your male colleagues that taking their full parental leave sets a positive precedent for others in the company who might want or need the support.

Miriam Bloom Williams and Tara Elwell Henning are the co-founders of Bloomwell, a new maternity apparel brand for boss moms. They met over a decade ago working at Louis Vuitton, and both spent time at high growth retail technology startup, Narvar. Tara was the first employee to have a baby at Narvar, and helped shape the leave policy. They are moms to Alexandra (4), Taylor (2) and David (2). 

Why Meal Planning is Time Well Spent

written by, Tatiana Mone | Founder of Tatiana Mone Fitness

The hustle and bustle of everyday life can often leave us feeling drained. Between dropping off the kids, working and attempting to remain sane eating well often falls off the list. For me life is all about planning. If it is not written down, it is not going to happen. There I said it aloud. 

Meal Planning or Menu Planning has been a game changer in my wellness journey. While my time and energy is limited, it is important for me to make sure I am feeding me and my family well. 

Now everybody loves a laid back Sunday. Sunday for me is a day to regroup and prepare for my week. This coveted day of rest can also be an essential first step towards a highly productive and healthy week, with just a little planning.

Ok you still aren’t convinced you should give up your weekend to plan your menu for the week?

Read on to see my favorite perks of meal prep and tips to make your Sunday cooking session easy and convenient for your busy life!

 1 – Cooking relieves stress

If you’re like me, the kitchen can provide a wonderful outlet for serenity and creativity. It’s a place where you can let go of the negativity and stress in the world and solely focus on the task at hand. Cooking is also the perfect place to try something new – whether that is a recipe, a technique or a spice that you’ve never used before. I challenge you to shake it up in the kitchen and add your own personal flavor to your favorite meal prep recipes!

2 – Meal prep saves time and money

When your week is dedicated to kids, work, personal fitness and everything in between, figuring out what you want to do for lunch and dinner can be a hassle. This uncertainty is also a gateway to overspending and overeating if you choose a restaurant over a home-cooked meal. Do something good for both your wallet and your body by preparing healthy options before your alarm goes off Monday morning, and you’ll be pleasantly surprised at the time and money you save on food. Plus, you’ll be able to choose what goes in your kids’ lunches so you can rest assured that they are getting the nutrition that they need throughout the day.

3 – Pre-planned meals help you achieve your fitness goals

If not for the above benefits, plan your meals on Sunday so that you can slim down and stay healthy. When I’m rushing in between meetings and school activities, it is so much more tempting for me to stop and grab something on the go. Those little cheats add up and in turn, throw me off balance in the course of my journey towards holistic wellness. That’s not to say that a little cheat here and there isn’t welcome, but pre-planning balanced meals ahead of time will certainly empower you to stay on course and accomplish the health milestones that you work so hard to reach.

And hey, who’s to say that perfectly wholesome meals can’t be delicious too? ?

Now that we know why meal prep is important, let’s talk a little bit about how to successfully abide by this plan. These tips work for me and my crazy life, so I hope they add a little convenience to yours too.

  • Chop your own herbs and veggies to avoid overpriced pre-cut produce
  • Stick to your shopping list – don’t let junk food sneak in to your cart!
  • Try and stick to the perimeter of the grocery store since processed foods live in the aisles
  • Include play around with herbs in your recipes for added flavor and nutritional benefits
  • Don’t forget about drinkable meals – smoothies are a great way to boost breakfast!
  • Mix up recipes every week to avoid repetition and boredom

Need ideas on where to start? Check out two of my favorite recipes below:

Overnight Oats

 (Serves 1)

1 cup of your favorite non-dairy nut milk

2 tbsp chia seeds

¼ tsp vanilla bean powder (can sub out 1/2 tsp 

pure vanilla extract)

½ tsp cinnamon

2 tbsp unsweetened coconut flakes

Sea salt to taste

2 chopped dates

¼ slivered almonds

½ sliced banana (frozen is great!)

Optional toppings: cacao nibs, berries, pumpkin seeds, fresh fruit

Put all the ingredients in a mason jar, refrigerate overnight, and enjoy in the morning! 

You can add in more fruit or a drizzle of honey or maple syrup if you want more sweetness

Pro tip: Mason Jars 

One-Pan Chicken Fajitas 

(Makes 6 servings)

1 tbsp chili powder

Sea salt and freshly ground black pepper 

3 large yellow and red bell peppers, sliced and 

seeded

1 large yellow onion, sliced

2 tbsp avocado oil

1 1/2 pounds boneless, skinless chicken breast, 

cut into tender-sized slices

1 lime, juiced

(your choice of toppings: salsa, avocado, goat 

cheese, pepitas)

Line a baking sheet with foil, and preheat the broiler to high

Mix the chili powder, 1 tsp salt and 1 tsp pepper in a small bowl.

In a larger bowl, toss the peppers and onions with 1 tbsp of oil and place on the baking 

sheet. Season with half of the chili powder mixture. Broil for about 10 minutes, until they are soft and starting to char.

Toss the chicken with the remaining spice mixture and 1 tbsp oil. Add to the baking 

sheet with the charred veggies, and broil for 5-8 minutes, until the chicken is cooked 

through and beginning to brown. Drizzle with the lime juice and add salt/pepper to taste.

Remove the oven and put on a serving platter, with your choice of toppings.

ABOUT TATIANA

Tatiana Mone, is the owner of Tatiana Mone Fitness. Above all else, she is a mother, and also a certified health coach and personal trainer. She holds an MBA and her experience working in corporate America and as a military spouse helps her relate to clients. Tatiana works with busy, everyday women, and specializes in prenatal and postpartum wellness. Her passion is helping women develop a plan that fits their goals and lifestyles. Tatiana doesn’t believe in fad diets or extremes. The goal is sustainability.

Instagram: @TatianaMoneFitness | Facebook: Tatiana Mone Fitness | Website: www.tatianamonefitness.trainerize.com  | Email: tatiaana@tatianamonefitness.com

The Need for Female-to-Female Human Connection

written by, Ali Glinsky | Moms on Maternity New Parent Educator

I have never had a hard time making friends, but it takes work to meet and connect with people. As a New Mom moving across the state, starting over seemed daunting. I barely had time for my husband, between our work schedules and his work travel I felt like there was no time for anything else. 

I was pregnant with my second when we moved to Northern California. I am from a neighboring town, but most of my friends from growing up had dispersed. Since I was working part time when we moved and I was 5 months pregnant, I found myself savoring the last solo summer with my first child. Time flew by, as it does, and once I got out of the new baby fog I looked up and there I was, seemingly alone and I realized I had put my own needs for female human connection, for other mom friends to the side, just to get through the days.

I realized how much I needed that connection and community. While it was always built-in in Los Angeles, I had to work for it up North. After spending countless hours on my phone during breastfeeding sessions, I went down an Instagram rabbit hole where I found a few Mom related accounts. Some about working moms, some just general mom stuff and I hit follow on a few that caught my eye. Those little squares and captions that started to pop up in my feed made me feel seen, heard and not alone. I love the daily reminder that we are all going through it with young kids and no one has it all figured out. There are also some hysterical moments right when you need them.

I knew I had to take my need for community seriously. I once read something that said ‘just start’ and I have come to live by this recently. Once you start something, you have no idea what can be set into motion and develop. I have seen it many times over in my own personal growth and development. Just start, take one tiny step in the direction you want to go in and it can lead to another and so on.

I joined a small baby group at my local community center with my second baby. Although the group only met twice per month, it allowed me to dip my toes into a community I was longing for without over committing myself. I slowly have become more involved. I have joined an advisory board and have met some great moms to connect and share with. I have learned, you have to know yourself and know what you need for YOU. If you start small it is easier. Start small, and don’t be afraid to try something new or different and to be a little uncomfortable.

Why Being a Selfish Parent is Okay

written by, Shannon Handy Grassi | News Reporter KFMB TV

When I found I was pregnant with our first born, I was happy……but scared.  We had only tried for a couple months. In that regard, we were very fortunate.  But, I had mentally prepared myself to try for a lot longer, given what so many of my friends had been through.  So, when it happened as quickly as it did, I panicked. It wasn’t for the reasons you’d expect. Of course I wondered how we were going to raise another human.  More than anything, I was scared to give up the life I had. I was being selfish.

I thought about all the things in life I enjoyed, without having to make concessions for someone else.  Together, my husband and I love to travel, hang out with our friends, go out to dinner. Independently, I look forward to daily workouts, happy hour with my girlfriends….basically, the freedom to do what I want, when I want (when work doesn’t get in the way).  I thought a baby would change all that. 

Siena Grassi was born in April of 2017.  We experienced what all first time parents do….sleepless nights, confusing scenarios.  Ultimately, we hit our stride, even if it didn’t coincide with what other new parents would do.  We took our newborn out of the house almost immediately. We introduced her to various sitters (we have no family nearby).  We did date nights. We traveled (with the baby). We tried to keep a schedule, but if it didn’t work out, we dealt with her crankiness and moved on (especially when venturing to a different time zone).  Basically, we refused to stop living.  

To this day, my husband has weekly boys’ nights.  He continues to play in his various sports leagues.  He’s taken boys’ trips. I workout six days a week. If I want to meet my friends for dinner or happy hour (virgin drinks—I’m pregnant with our second), I coordinate with my husband, or a sitter, and make it happen.  Does this sometimes mean spending less time with our daughter? Yes. But, I think it’s the best thing we can do for her….and ourselves. Remember, when you have a baby, that little miracle came into your lives….you didn’t come into theirs.  Yes, changes need to be made. But, you don’t need to give up who you are, or the things you enjoy doing. You need to have balance. Even if that means taking a few minutes for yourself everyday…make it happen. If your partner, a relative, or a sitter aren’t options…reach out to a friend who’s willing to take over for an hour.  That’s what’s going to keep you sane, and happy. A happy parent makes for a happier baby. In other words, it’s ok to be selfish.

The Evolution of Moms On Maternity

written by, Aimee Cruz | Moms on Maternity Founder & CEO

Businesses, like babies, grow up. If you are reading this, it means our new website has launched. I started Moms on Maternity when my second son was two months old – he is now two and a half! I wanted to meet more career-oriented, like-minded women who also just had a baby and were planning to go back to work or build a business. With my first son (who is now almost 5!), I did not take the time to make many Working Mom friends during my maternity leave, and I knew this was my chance with my second son. I was blessed to not have to go back to work until each of my boys were five months old thanks to a combination of living in California and working for Deloitte and Touche.

This business started as a series of events. Each month, New and Expecting Moms would attend with their babies and we would have a guest speaker on a topic related to Baby, Self or Career. The real magic was in connecting with each other, however, and leaving with new Facebook or Playdate friends. There have been so many women who have connected because of Moms on Maternity events and we are very honored to have had a role in building community for New Moms who can, at times, feel isolated.

We all need connection. Humans are wired to feel part of something bigger than themselves. We want personal fulfillment, love and strong family relationships. We want to be great parents. We also need to work (well most of us do anyway) for economic reasons.

After having my first son in 2014, I had much fear about going back to work. I networked internally at Deloitte and found a new role where I could work from home 100%. After 6 months, I realized the role was not for me and returned to designing and delivering client workshops in major USA cities. I still was able to work from home but also went on the road for 1 – 4 nights at a time monthly or every other month. I ended up hiring a nanny for my boys as I did not realize how long the waitlists are for daycares near my house for babies.

I think a lot of women are scared to go back to work after having a baby. I wanted to build a community of Working Parents where we could see each other, talk and realize we are not alone in needing to work and wanting to be amazing parents.

The days are long but the years are short and Moms on Maternity has now after two years hit a new and major milestone. This is our first ever rebrand with our new logo and enhanced mission to fight for National Paid Family Leave. How is it that America is one of the only countries to not guarantee workers paid family leave; there are only five states that do.

Aimee Cruz

Founder and CEO Moms on Maternity

The Evolution of Moms on Maternity

Businesses, like babies, grow up. If you are reading this, it means our new website has launched. I started Moms on Maternity when my second son was two months old – he is now two and a half! I wanted to meet more career-oriented, like-minded women who also just had a baby and were planning to go back to work or build a business.

With my first son (who is now almost 5!), I did not take the time to make many working mom friends during my maternity leave, and I knew this was my chance with my second son. I was blessed to not have to go back to work until each of my boys were five months old thanks to a combination of living in California and working for Deloitte and Touche.

 

This business started as a series of events. Each month, new and expecting moms would attend with their babies and we would have a guest speaker on a topic related to baby, self or career. The real magic was in connecting with each other, however, and leaving with new Facebook or Playdate friends. There have been so many women who have connected because of Moms on Maternity events and we are very honored to have had a role in building community for new moms who can, at times, feel isolated.

 

We all need connection. Humans are wired to feel part of something bigger than themselves. We want personal fulfillment, love and strong family relationships. We want to be great parents. We also need to work (well most of us do anyway) for economic reasons. 

 

After having my first son in 2014, I had much fear about going back to work. I networked internally at Deloitte and found a new role where I could work from home 100%. After 6 months, I realized the role was not for me and returned to designing and delivering client workshops in major USA cities. I still was able to work from home but also went on the road for 1 – 4 nights at-a-time, monthly or every other month. I ended up hiring a nanny for my boys as I did not realize how long the waitlists are for daycares in my area. 

 

I think a lot of women are scared to go back to work after having a baby. I wanted to build a community of Working Parents where we could see each other, talk and realize we are not alone in needing to work and wanting to be amazing parents.

 

The days are long, but the years are short and Moms on Maternity has now, after two years hit a new and major milestone. This is our first ever rebrand with our new logo and enhanced mission to fight for National Paid Family Leave. How is it America is one of the only countries to not guarantee workers paid family leave? Currently, there are only five states that do.

 

Our new offerings are the most powerful and thoughtfully designed yet. We worked hard and with many New Moms and Business Innovators to develop our Virtual Mom Tribes and our Family at Work Culture Program. Our Virtual Dad Tribes are going to be released very soon too!

 

Please take a look at the links above. Thank you for reading this. And, more importantly, thank-you for being part of the change. We hope all expecting and new parents feel supported as both professionals and people raising our next generation.

 

Aimee Cruz

Founder and CEO Moms on Maternity