Career Path: The Mommy Track

By Laura H. Jacobs

I had a happy 3-year-old daughter in daycare, a helpful husband, and a job as director of university relations at the University of Arkan­sas. My family had the routine down: Pick-ups, drop-offs, doctor’s appointments, and meals were all scheduled to accommodate my 8-to-5 campus life. The division of labor between me and my husband was carefully balanced. To top it all off, I had just finished my master’s degree in higher education.

We were the Jacobs Machine. Everyone was reasonably settled into this lifestyle, and we assumed that adding another person into the mix would only enhance our joy and optimize our productivity: Instead of dropping off one, we’d drop off two. We smugly thought we were at the pinnacle of parental efficiency.

Then, baby No. 2 made his (early) arrival, and all bets were off.

Baby blues

Weeks before my maternity leave ended—maybe it was the constant surge of postpartum hormones—my view on outsourcing child care had philosophically changed. Recent staffing changes at my daughter’s daycare center had shaken my faith in a system in which total strangers were entrusted with my child. I questioned my ability to be a good parent and work full time, and I was overwhelmed with love for my children and the desire to be at home with them.

There also were staffing changes in the office that affected my feelings about returning to my job. Our unit was suddenly without its leader, leaving an open position that, under different circumstances and timing, I may have tried to fill.

I needed to quit my job. That was the only solution I could see. The reality of that decision, however, was juxtaposed with the fact that I didn’t want to give up all I had worked for.

This work-family conundrum is faced by women in all fields. How do new moms reconcile nature’s pull of caring for a newborn and their families with the pragmatic desire to contribute to the workforce and advance within a profession? Can you have it all?

I wondered if I could work part time. Would there be a place for me in our division? I had so many questions and sought counsel from a trusted advancement colleague. She advised me to speak to the vice chancellor right away.

An offer I couldn’t refuse

Even though I was sure my vice chancellor (male, with an empty nest) knew the reason for my visit, I was still nervous and was not entirely certain about what I would say. I had only resolved not to cry and turn into a puddle of emotion; I was still only eight weeks postpartum.

I explained my position and my circumstances. After what seemed like an eternity of me blabbering about childrearing and my devotion to the University of Arkansas, I came to the point (and maybe the realization) that I didn’t want to quit but would love the opportunity to work part time and partially from home. Fully expecting an assignment answering phones for the development office, I was pleasantly surprised when I was offered the editorship of the alumni magazine.

It would take a bit of shuffling and job swapping. The current editor would relinquish all aspects of producing the magazine in exchange for taking on four of my seven direct reports. Some of my other responsibilities would be spread out among the other managers.

The magazine would be my only major assignment, which I could accomplish working both in the office and from home. I would still keep a handful of my previous responsibilities.

To say that I was pleasantly surprised is a gross understatement: I was ecstatic. My advancement experience had included graphic design, writing, development, special events, constituent relations, and managing staff. One area where I lacked experience was alumni relations, so this new position was a gift.

The alumni director and staff immediately made me feel welcome. Since the magazine was my main (and often only) assignment, I was able to participate in the alumni association’s management meetings, which fast-tracked me through alumni 101.

I had the ideal set-up. I could maintain some semblance of a professional life and still be the mommy I longed to be. A couple of days spent in the office afforded me a short break from the kiddos and the chance to have grown-up conversations. A few days at home allowed me to see my son learn to crawl and teach my daughter to write her name.

Admittedly, I wasn’t completely prepared for the transition from full-time advancement employee to a 66 percent appointee. At times I felt like I was out of sight out of mind, but I made extra efforts to check in daily. Instant messaging, cell phones, and e-mail helped smooth the transition between office and home.

Just ask

I advise other moms- and dads-to-be in advancement to ask for what they want and not to be afraid to create something new. You may be surprised at what your supervisor is willing to do. It’s advantageous to the institution to keep the information, expertise, and unique skill set each employee brings to the table. Institutional knowledge is an invaluable asset; don’t underestimate its bargaining power.

Not a day goes by that I don’t mentally thank my vice chancellor for giving me this opportunity to spend more time with my children but to still meaningfully contribute to our institution’s advancement.

In the spirit of full disclosure, I sometimes wonder what opportunities would have come my way had I stayed off the mommy track. Sometimes I long for the responsibility, involvement, and access to information that I enjoyed as director. At times, I even wonder what would be different had I waited until my son was 6 months old before addressing a major career decision.

Even with occasional musings about alternate endings, I know I’ll look back on this time as the true height of my advancement career. It’s the best of both worlds, parental and professional. I do have it all.