Have you listened to Abby Wambach’s commencement address to the 2018 graduates of Barnard College? She focuses on her career and how women are socialized from a young age to be grateful for what they get, no matter how hard they worked for it. That lack of confidence and feeling of obsequious gratitude directly influences our careers and results in unequal pay and opportunities for advancement. We see it all the time–senior-level women with deep expertise who sell themselves short because they are grateful for any opportunity to work. Sound familiar?
“Like all little girls, I was taught to be grateful. I was taught to keep my head down, stay on the path, and get my job done. I was freaking Little Red Riding Hood.
You know the fairy tale: It’s just one iteration of the warning stories girls are told the world over. Little Red Riding Hood heads off through the woods and is given strict instructions: Stay on the path. Don’t talk to anybody. Keep your head down hidden underneath your Handmaid’s Tale cape.
And she does… at first. But then she dares to get a little curious and she ventures off the path. That’s of course when she encounters the Big Bad Wolf and all hell breaks loose. The message is clear: Don’t be curious, don’t make trouble, don’t say too much or BAD THINGS WILL HAPPEN…..
If I could go back and tell my younger self one thing it would be this:“Abby, you were never Little Red Riding Hood; you were always the wolf.”
Love that so much and it just gets better from there. No spoilers here– it’s worth watching the whole speech for yourself. But, here is one more section that aligns perfectly with our Second Shift ethos.
“As you go out into the world: Amplify each others’ voices. Demand seats for women, people of color and all marginalized people at every table where decisions are made. Call out each other’s wins and just like we do on the field: claim the success of one woman, as a collective success for all women.
Joy. Success. Power. These are not pies where a bigger slice for her means a smaller slice for you. These are infinite. In any revolution, the way to make something true starts with believing it is. Let’s claim infinite joy, success, and power—together.
Wolf Pack: Her Victory is your Victory. Celebrate it.”
Check out Gina speaking about the future of an equitable workplace at the #Techonomy Conference. One of the highlights is Gina pointing out that bringing in senior-level women shows younger women in an organization that you value diversity, are taking an active role to bring in female voices, and provides role models to show what a successful career looks like. Watch the full panel here!
Last night Jenny took part in a panel discussion with Well + Good founder Alexia Brue and early childhood expert Dr. Tovah Klein about “crushing” work and motherhood. It was a fascinating discussion about the way women change once they have children and how workplaces can adapt to retain their critical participation. Read the re-cap below or the original story here:
These were the big topics of discussion last night at Well+Good’s latest TALK, our monthly series of deep and super-frank conversations with wellness experts.
A sold-out crowd gathered at The Assemblage to hear Well+Good CEO and co-founder Alexia Brue, early childhood expert Tovah Klein, PhD, and founder of career site Second Shift Jenny Galluzzo talk through some hard questions about the delicate balancing act of being career-driven and being a mom.
It was a can’t-miss conversation—but we can catch you up! Here’s their best advice for living life like a boss, at home and at work.
1. Realize there’s more to your identity than being an employee or a mom
“[Becoming a parent] is a huge identity shift no one can really prepare you for—even if you always wanted to become a mom,” says Dr. Klein, the author of How Toddlers Thrive and director of the Barnard College Center for Toddler Development. “Data says that the more ways you define yourself, the better off you will be That way, if one part of your life isn’t going so well, you still have those other parts of you.”
Remembering that you are more than your job, more than a partner, more than a mom, and more than any of the many labels many define themselves by is a tip parents of kids of all ages can put into practice.
2. Have an honest conversation with your boss about what you need and want
Galluzzo—a former on-air producer for Good Morning America, News 12 The Bronx, and Plum TV—founded Second Shift to give women in high-powered careers that are not traditionally mom-friendly a way to do the things they love at a pace that works for them as a parent. Her advice for climbing the corporate ladder while parenting: Present your dream scenario to your boss and how it benefits the company.
Get real about the reasons why you’re irreplaceable and why keeping you on—even if it means a slightly more flexible schedule—will save them money (hey, hiring and training new people is not cheap) and best serve the team.
3. A closed door is not a clear boundary between working and parenting
Or maybe you think working from home is the way to go. “We all dream that flexibility is the key to our lives, and there is truth to that,” Dr. Klein says. “Having a 9-to-5 job is hard when you have kids. But flexibility is a double-edged sword.” One problem? Many women end up feeling like they are never doing enough. “Women feel they have to do double the work to show they are working hard enough,” Dr. Klein says.
“By the time a child has a sense of self, around 15 months, they have no concept of you closing the door to work. They don’t understand why you don’t want to be with them.” — Tovah Klein, PhD.
Another problem: Children can’t understand why, if you’re home, your attention isn’t all on them. “By the time a child has a sense of self, around 15 months, they have no concept of you closing the door to work. They just see it as rejection, and that’s true for 2-, 5-, and 8-year-olds,” Dr. Klein says. “They don’t understand why you don’t want to be with them.”
Her advice: Make the workspace boundaries clear (and no, a closed door doesn’t count). Galluzzo offers up several ways to do this: “There are so many different types of office shares and spaces now,” she says. Or, do your work at a coffee shop. At least any crying kids there won’t be your own.
4. Think of your household like a business
Of course, not all the responsibilities at home should fall on you, right? “A lot of women take on a lot of responsibility without asking for help,” Dr. Klein says. If you want your partner to help out, speak up—and be clear when you do so.
Galluzzo recommends thinking of your household like a business. Sexy? No. Effective? Totally. “Responsibilities have to be divided and shared. There are deadlines,” she says, when referring to who signs the field trip permissions and who is packing lunches. “It’s helpful to say, ‘Here’s the week. Here’s what you’re doing and here’s what I’m doing.‘”
5. Focus on quality time with your kids, not quantity
Dr. Klein revealed a key piece of knowledge that will make every mom feel better: “With the exception of newborns, children don’t need you all the time. They don’t measure their relationship with you in time.”
Instead of feeling guilty for not being home every day when your son or daughter gets home from school, Dr. Klein says to focus on the time you do have with your kids and make it count. Put your phone away and lavish them with your love. “You can build in the message of ‘I love you and I’m here for you’ without picking them up from school,” she says.
Galluzzo points out that there are big, institutional changes that still need to be made. (A start: nixing 5 p.m. meetings and not judging work performance just on who works the longest hours.) The career-motherhood balancing act is precarious and not always going to be walked perfectly—and that’s okay. But these tips should make it a little bit easier to navigate. And remember, you’re not walking it alone.
We just returned from a quick trip to the West Coast a panel discussion for our Bay Area members and friends. In case you missed the live stream (tried and failed to save the video) we pulled together a few of our favorite takeaways and quotes from the inspiring panel discussion. Our guests included:
Amy Henderson of Tendlab– a consultancy providing advice and workshops for Fortune 500 companies and their parents’ groups.
Dr Alexandra Sacks– a reproductive psychiatrist who says women who have children go through a poorly understood biological evolution called Matrescence.
Vanessa Loder– a mindfulness career coach and founder of the Parents in Tech Alliance– a group of parents in the tech industry advocating for change from within company cultures.
Shadiah Sigala– Co-Founder and Head of People at HoneyBook, a payment and vendor management platform for freelance event consultants.
Vanessa Loder: “How can we standardize parents work experiences– you shouldn’t have to win the boss lottery to have a good work experience. The Parents in Tech Alliance is creating a one-page document for parents to advocate for change internally and come armed with statistics and tools.”
Dr. Sacks: “We understand adolescence and the changes that come for kids and a similar transition happens when you become a mother. It’s a profound change and it makes mothers better workers.”
Amy Henderson: “we live in a nation where 1 in 5 women are back at work after 10 days and even in the tech industry, which is so progressive and has perks and policies set up, but they are not backing up what they offer. A policy is not the same as changing the culture and supporting parents from the inside.”
Shadiah Sigala: “I had to experience motherhood to really get it. When I was pregnant the first time we created a maternity leave policy for the company. Even as a progressive company that prides itself on being values-driven and putting its people first –sometimes it takes going through something to know it first hand and make the changes necessary.”
We were so excited to see so many of our Bay Area members and friends come to the event. Please spread the word about The Second Shift to women who should be in our member community and companies looking for a tool to retain and recruit top female talent.
Shadiah Sigala is the co-founder and Head of People at HoneyBook, a vendor management platform for event professionals. As the founder of a growing business that focuses on freelance professionals and the mother of two small children, Shadiah is especially attuned to the issues facing parents in the workforce. She is hosting our event tomorrow at the HoneyBook office and is a panelist in our #breakingbias conversation.
Shadiah, in your role as Head of People at HoneyBook you have put a lot of effort into creating a particular type of work environment and culture. Can you please tell me what makes working at HoneyBook different, what was the intention behind creating this culture, and how to do maintain that standard?
At HoneyBook, we’ve been deliberate about crafting a values-driven company from the get-go. Whereas most companies wait a few years to think about their culture (putting product and profit ahead), we were intentional about our norms and values from our first year. We are guided by five core values, and we live them out in everything we do. It’s no secret that startups are nothing if not ambiguous. But when you have a set of guiding principles, it makes even the most difficult of situations and decisions a little more navigable. Employees truly respect and enjoy that aspect of our company and it’s made us a very desirable place to work for.
HoneyBook recently did a study about the gender pay gap in the freelance workforce that had fascinating results. People may assume that because freelancing is outside of the corporate pay pricing model and people set their own rates it would more equitable–was that the outcome of the study?
Actually, we found that in the creative freelance economy, women are earning 32% less than men in the same professions. That’s a steeper gap than that found in the corporate sector. Interestingly, a majority of respondents in our study didn’t think there was a gender pay gap. That’s incongruent with the data we uncovered, showcasing even more of a problem in the perception of the gender pay gap. Of those who thought there was a gender pay gap, most said it was due to negotiating power and wage secrecy. This suggests that female creatives have the potential to close the gender pay gap simply by negotiating and charging more for their services, in addition to establishing a dialogue around what they’re making in their respective industries.
As a mother yourself, now out on maternity leave with your second child, do you feel that there is a bias against working parents? Is this something you have experienced personally? How do you combat the motherhood penalty in your own business?
After becoming a mother, I felt compelled to institute a generous paid family leave policy (which extends beyond only parenthood) at HoneyBook. It took me, as a co-founder, to experience parenthood in order to empathize and develop a progressive policy. But I know scores of companies in this “land of plenty” that is Silicon Valley that simply do not care enough to develop a maternity leave program, let alone family leave. At HoneyBook, one of our core values is We Are Family, and we mean that down to our policies 🙂
Thank you Shadiah for taking time away from your new baby to host our event and take part in the panel on #breakingbias. See you in SF tomorrow!
Meet Sally Printz, our April Second Shift Featured Member. Sally left NBC after a long career in strategic marketing and communications. She opened up to us about how she successfully transitioned from a corporate career to opening her own cause marketing consulting business and tips on her winning pitches.
You had a very successful career at NBC Universal and transitioned to a creating your own consulting business. What made you take the leap and what are the benefits and drawbacks of stepping away from the corporate world?
I left NBC Universal as part of a corporate restructuring and because of my role and tenure there I was fortunate enough to receive a generous severance package. This was a luxury that many people don’t get and I recognized that from the start and decided to be mindful of not wasting the opportunity that severance offered, namely, the chance to really reflect on what I wanted to do next. After one high profile, demanding job after another since college, I was burnt out and in need of more work/life balance.
Working as an independent consultant came naturally to me as I had done it successfully earlier in my career when I wanted to transition from finance to marketing. I was confident that I still had what it takes to be successful working on my own again. To be sure, it is not for the faint of heart and takes a lot of self-awareness and strong network to pull off. The benefit of calling my own shots about which projects I’ll work on and which I’ll turn down is really appealing. The drawbacks, however, can be significant at times: from not having medical benefits and paid leave to the isolation of working with minimal interaction with clients. Marketing is a very collaborative profession. From brainstorming with other colleagues and working as part of an interdisciplinary team, to pitching ideas to clients and responding to their reactions, it’s a very intimate experience. Most consulting gigs lack this level of collaboration and instead offer consultants to come in for an occasional meeting or to chat via Skype–nice but not the same as having an actual seat at the table.
How did you find The Second Shift and how does being part of our network help you?
I had been growing frustrated by the “black hole” aspect of sending out resumes and waiting and wondering whether or not they’d ever been received. A friend of mine had read about The Second Shift in the NY Times and recommended I check it out. The article’s title “Helping Moms Lean In, But Not Too Far” resonated with me and the more I learned about The Second Shift, the more it felt like the right fit.
Four aspects of the company were (and remain) particularly appealing to me.
First, I love that it is a company “by women for women.”
Second, the concept of putting formerly valued and still valuable employees to work in new and different ways appeals to the environmentalist in me. It’s as is The Second Shift is applying the concept of “reduce, reuse, recycle” to working moms.
Third, it became a real chore always hustling for the next client. My projects are often all consuming and, as a result, I often didn’t have time to line up my next project until my current one was ending. This created gaps in between jobs that often left me worried about money and bored waiting for my next assignment to materialize.
And, finally, I hated – as in HATED – having to chase down payments from clients.
From a member’s perspective, The Second Shift runs like a well-oiled machine. The site is easy to use and logically set-up. The staff are accessible when I have questions too and, most important, treat me like a valued member of their team, one they advocate for with clients. Even pitches I’ve submitted that ended up not landing the job have led to some really terrific new contacts.
You recently started a new project through The Second Shift and your pitch stands out for its focus and clarity. As a marketer, do you find it easy to market yourself? How do you think about and craft such winning pitches? (See your pitch below)
First, thank you for complimenting the focus and clarity of my pitches. Those are two aspects of my writing that I’ve worked hard to develop over the years, both for the purpose of making my work more impactful for clients as well as for marketing myself.
When it comes to writing winning pitches, it always starts with research. I start by reading the company website and digging into the background of the principals. If need be, I’ll also look up relevant industry events or info about the company’s competitive set. Top level research for sure but just enough to seed my pitch with info that demonstrates I have a sense of what the company faces and I’ve taken time to learn about them. From there, I craft my pitch based on the tone and vernacular of how the brand and its staff represent themselves. No doubt this is a more time consuming approach but it reaps benefits in the end as it allows me to connect with the client in a more customized way. Traditional or generic pitches simply don’t cut it anymore.
Like most people, particularly ones who work in marketing, I’ve walked into conference rooms with prepared presentations based on client RFPs only to have a monkey wrench thrown at me before the meeting’s even begun. It wasn’t easy at first, but I mastered learning how to stay calm in the moment, listen to the client’s new direction and pivot on the spot. I take the same approach to my process for writing winning pitches: it’s all about the pivot and finding what will connect me to the reader on the other side of the screen.
THE WINNING PITCH:
“To Whom It May Concern: I’m a “big creative thinker with big creative concepts” and a track record to prove it. The mission of DoSomething.org is one that I care deeply about and that I have been immersed in since long before social advocacy was “a thing.” My expertise as a brand strategist and corporate social responsibility programmer has allowed me to help businesses “do better by doing good” for companies in both the for-profit and non-profit sectors. By way of background, I am a seasoned professional who excels in high-energy, collaborative environments. My most notable social advocacy programs have been for NBCUniversal, Nickelodeon, and the National Hockey League, among others. The common thread in all of my jobs has been my approach to create and monetize public affairs programs that benefit people by “fun-raising” in order to fundraise. Towards this end, I’ve created campaigns that can be scaled, monetized and, most importantly, valued by the communities I served. My successes are the result of finding new ways to emotionally connect my audience to the cause I am marketing and then making that cause feel relevant, accessible, and necessary. Experience has taught me that the key to the success of any initiative is in engaging employees and making them brand ambassadors for the program right from the start. Colleagues rely on my exceptional communication and organizational skills to produce consistently impactful marketing partnerships. Whether my team had three people on it or thirty, my humor, energy, work ethic, and willingness to role up my sleeves when needed, has inspired the people around me to overcome what others often considered insurmountable obstacles. I’m certain that I would be an asset to DoSomething.org, one that can and will make an immediate impact to the organization’s mission. My resume is attached for your review. What’s left to say other than… Let’s Do This! Sincerely, Sally Printz”
Thank you Sally– we also love working with you and are happy to chase down your well-deserved money.
One of our earliest Second Shift team members just had her first baby and it brought us back to the magical moment when your life as you know it ends, and you are reborn with a new identity—parent. Dr. Alexandra Sacks, a reproductive psychiatrist, says this transformation is called Matrescence and it is a biological shift in women whose impact is not fully understood or acknowledged.
Dr. Sacks is a panelist at our San Francisco event on May 2nd. She brings a scientific understanding of the ways women change (for the better, of course) when they have children and how that influences their work and families.
Dr. Sacks can you please define Matrescence ?
Matrescence, the developmental phase of new motherhood, is like adolescence –a transition when hormones surge, bodies morph and identity and relationships shift. Our culture appreciates that adolescence is a time of physical and emotional awkwardness for most teenagers, because we understand that change is hard, and transformation on all of these levels simultaneously is stressful. The same is true for matrescence.
You wrote the amazing article “Birth of a Mother”in the NY Times about how much change women go through when they become mothers. Why do you think this particular topic is one that we don’t really talk about?
For motherhood, our culture has become preoccupied with a ‘bliss myth’ that the ideal transition to new motherhood is filled with joy and ease. In my office, I hear from women that their matrescence story has moments of physical, social, and psychological complexity; these ups and downs are much more like adolescence than another time in life when there is less change and chaos.
During the matrescence transition, many women find themselves feeling lost somewhere between who they were before motherhood, and the picture-perfect but unrealistic image of who they think they should be now. Too many women are ashamed to speak openly about the ups and downs of their experiences for fear of being judged. Many worry that they are destined to be bad mothers, when they’re experiencing natural and widely shared
Changing the topic a little—There are many ways that being a parent changes you physically but it also changes the dynamic between partners with women often taking on an unequal burden of responsibilities. What do you advise women who are struggling with career, guilt, and managing family responsibilities?
The foundation of co-parenting is making sure that both parents feel supported in their division of parenting labor. Whether childcare is evenly shared or one parent takes on more of the work, the division of responsibility to should be agreed to consciously and collaboratively. But just as there’s more to your family than childcare, there’s more to co-parenting than the logistics how you split that work. It’s also about giving each other permission, encouragement, and support to take better care of yourselves, one another, and your relationship.
Thank you!
Dr Sacks is a featured panelist at our San Francisco event focusing on breaking down bias toward women in the workforce and helping companies recognize and combat unequal workplace practices. #breakingbias
Armed with an MBA from Stanford and a successful career as a Wall Street and Silicon Valley investor, Vanessa Loder was climbing the corporate ladder when she realized she was exhausted from “leaning in.” In a remarkable career transition, she took a look at the pressure women put on themselves and realized she had the tools to help them succeed without burning out. Vanessa is now a leading expert on women’s leadership and mindfulness– she hosts retreats and created an online career coaching program and she is the co-founder of the Alliance for Parents in Tech, a collaborative of moms leading the parent’s groups at many of the biggest tech companies in Silicon Valley.
Vanessa is one of the panelists at our event on May 2nd at HoneyBook and shared her hard-earned wisdom about the modern workplace and the stress women put on themselves to be everything to everyone.
You make the argument that driven and ambitious women are leaving the workforce because of the pressure they are under between work and family and what is needed is to create a “sustainable career,” what do you mean by that?
A sustainable career is one that is based on a more expansive definition of “success” that goes beyond money and power to incorporate an individual’s personal values. Typically, this means your definition of success will include things like time allocated to caregiving (for young children, sick or elderly family members), self-care, flexibility, creativity, time for hobbies or other pursuits outside of work, etc. It also involves taking the long view of your career and seeing it as a marathon, not a sprint. For many women today, we’re having children later in life and our prime breadwinning years and prime child-rearing years are overlapping more than ever before. Plus the number of dual-income families has increased dramatically. Women have entered the workforce, and yet still bear a great deal of responsibility for household and childrearing duties. Basically, women are working in a system that was created for a man with a stay at home wife. It’s a recipe for exhaustion. Working to change the current system is one piece of the puzzle. And, remembering to make choices that help you to thrive personally as well as professionally will allow you to have a sustainable career. It’s taking a holistic approach to your life and investing in all areas, not just career at the expense of everything else. And we also need to reframe the conversation to take into account that investing in the individual and investing in personal well being is good for the company too! (this is something that many tech companies already understand)
Why do you think women “burn out” more than men and how is that affecting pay equity and women leadership?
Research shows that women have more of a tendency to multi-task and also have more role overload where we’re doing multiple roles at the same time (employee, mother, activity organizer, etc.) which leads to exhaustion. Danish mothers have, on average, one and a half hours of leisure time every day that is spent in “pure” or child-free time to themselves. American mothers, in contrast, have about thirty-six minutes a day to themselves. Part of the issue is the culture in the US where being “busy” has become a sign of prestige. I see a lot of women who take on a great deal of responsibility, both at work and at home. Learning how to set boundaries and say “no” without feeling guilty is a vital skill to any women leader these days. When women burn out, we all suffer. Companies lose out on talent and diversity, women aren’t represented in key leadership positions (and women are typically the most likely to advocate for policy changes that will benefit women) or given a seat at the table to ensure pay equity. Plus, our families suffer when we’re burned out and exhausted. It’s hard to be fully present for your loved ones when you come home depleted from work.
From the outside there is a perception that tech companies and Silicon Valley firms are at the forefront of progressive policies and work structures– is this an accurate view from the inside?
Many tech companies are now offering paid leave for both caregivers (not just mothers or “primary”), job sharing and flexible work schedules, which is a step in the right direction. When you look at some of the paid parental leave policies, and other benefits for new parents as well as overall physical and emotional well-being, there are several tech companies at the forefront…although I might argue they’re at the forefront of a very lagging country. Overall the US still has a long way to go, we rank alongside Papa New Guinea as the only 2 countries in the world without any national maternity leave policy. It’s ridiculous that we’re the only developed country with no national policy.
Thank you Vanessa! We are excited to learn more next week at our member event. Don’t forget to RSVP if you are in Bay Area and join us to discuss how to break biases against working parents. Check out Vanessa’s retreats and online coursework designed to help women navigate life’s choppy waters and create a mindful and sustainable career path.
On May 2nd we are hosting a member event in San Francisco with a fascinating panel discussion about what happens to mothers in the workforce from various points of view: psychologically, financially, professionally. All of the panelists have expertise in these areas and come armed with research, statistics and actionable tools that can be employed to help advance the careers of working parents and break down the isolation and inequity of the motherhood penalty.
We want to highlight the women taking part in this panel and their incredible work starting with Amy Henderson, the CEO and co-founder of tendlab. Amy was instrumental in organizing this event and is a thought-leader in the conversation about the benefit of working mothers on the workforce. She brings neuroscience, game theory, management studies, evolutionary biology and interviews with hundreds of executives together to support her research on the positive impact of parents on the companies who employ them.
You created Tend Lab to teach businesses how and why to support their working parents. What are some of your wins?
We’ve had great success in working with companies who invest in the development (or expansion) of parent groups. When parents can meet to learn from each other and advocate for their needs within the company, it empowers everyone, even non-parents, to perform at a higher level. We’ve found that when non-parent allies participate in these gatherings it builds a bridge of communication and understanding that positively impacts the way teams engage with each other.
What do you think are the persistent stigma that won’t go away?
There are three pervasive myths that undermine all parents, both in their careers and at home. tendlab research debunks all of them.
1. Mothers are better than fathers at caring for their children, especially when they are young.
Neuroscience research shows that men’s brains’ are sensitive to childcare experiences. In other words, when dads show up for parenting, especially in the first year of their child’s life, they alter their brains in ways that allow them to forge the same deep bonds mothers experience with their infants. Dads can be as instinctually responsive to the needs of their newborns as moms.
2. Becoming a mother undermines a woman’s ability to perform in her career. She will be less ambitious, more distracted, and will lose her professional edge.
Our research shows that, in the long run, having a child can enhance a woman’s ambition, focus, and professional capacity. The women who thrive as working mothers are those who prioritize finding support for themselves and their families. Building or joining a community of other working moms who can help us normalize and de-stigmatize the alienation and shame so many of us experience, and who can also help us recognize the ways we are being positively transformed by motherhood, is particularly powerful
3. Prioritizing good relationships with our kids will have negative repercussions on our careers.
We’ve found that showing up for Motherhood allows women to develop skills that are not only relevant, but necessary, for success in the rapidly evolving workplace. Carving out time to be with her children, even if it seems to be at odds with her career success, can allow a woman to evolve into a more potent version of her former professional self.
Do you think there is a gap between what companies promote about their cultures and what they actually do?
Absolutely. Many companies advertise themselves as parent-friendly. And while many of them may even have great perks and policies (like extended parental leave, etc.), if the managers and leadership do not recognize the value of their parent employees, it will be a difficult place for a working mom to work.
Thank you Amy! If your company is interested in working with tendlab to create a positive and supportive environment for working parents, or if you are a working mom interested in learning more about Tend Lab’s community building workshops for career mothers, you can reach Amy by email –amy@tendlab.com
