Jul 5, 2021

5 minutes with Zabeen Mirza, founder of Jobs.Mom

Sustainability
diversity
Inclusion
Jobs.Mom
Helen Adams
6 min
Zabeen Mirza
Working moms have had a challenging year, but Zabeen Mirza, founder of Jobs.Mom believes the pandemic exposed the cracks of the hardships faced by moms

Mothers are an omnipresent part of the work ecosystem, but it hasn't always been that way. It took two world wars and the invention of birth control for women to be able to fully enter employment as freely as their male peers. Yet, some moms still face discrimination, from patronisation to harassment to exclusion. 

Whilst international laws differ on what employment rights a working woman has whilst pregnant - one thing remains true: women want to work. The balancing act of family and career is a choice to be made by each individual woman, not generalisations made by superiors. 

One mom has had enough - and has set about supporting other women and mothers. Zabeen Mirza, a quadrilingual mother of three, has studied and worked across the world, building up a catalogue of experiences and ideas. When she became pregnant with her first child, she expected to take maternity leave and then carry on working, but at six months into her pregnancy, she was told by her employer that they could no longer afford to keep her and Zabeen was let go.

Zabeen set up Jobs.Mom to help working mothers find jobs and for employees to find them. The website also contains resources to encourage and support women at any stage of their career or motherhood journey. 

Helen Adams met up virtually with Zabeen to discuss pumping breast milk, the 2007 financial crisis and tips for moms who are looking to re-enter the workforce.

 

1. Hi Zabeen! Can you tell us about yourself?

“I was born and raised in New York. I live here, with my three children and my husband. 

“I worked in Wall Street in finance - it was very, very cut throat, very dog-eat-dog, when I joined, I was the youngest woman and only woman of colour. There’s this saying: “You cannot be what you cannot see.” If you don’t have role models, you think that maybe it’s something you cannot do. There was a level that my colleagues could not always understand. 

“After years in finance, I moved into management and media consultancy - then the crash happened. One evening it was happy hour, the next morning, pink slips. They crumbled over night. It was a very dark time and it had a ripple effect. 

“I was invited to the Middle East for an 8 month tour, I said sure! Then, the Arab Spring happened and I was evacuated to Dubai from Egypt. I was meant to be there for 8 months, that turned into 8 years, where I worked in branding innovation.” 

“Back in New York, I was a professional negotiator, then Covid-19 hit and I was let go. But this is not unique to Covid-19, it has exposed the depths of the cracks. I said I would be the last woman that this happens to - in Dubai, in the USA, in the UK… anywhere. It is a great injustice to mothers who are raising the future generation.”

 

2. Tell us about Jobs.Mom

“Ever since being let go during my first pregnancy, I have thought about setting up Jobs.Mom. My story is not unique, women everywhere are dealing with this. It was my longest pregnancy - getting Jobs.Mom going.”

“At Jobs.Mom we offer support, we read through resumes and offer advice for women who are thinking: “What do I do on day one? How do I deal with conflict?” We offer useful, practical, applicable advice. Every article on our website is a one to five minute read maximum - job-hunting moms don’t have the time to read Grapes of Wrath.

“Furthermore, we have identified ten core skills in order to succeed in a post-Covid-19 landscape. We have created ten modules, which take ten hours. We upskill and reskill. 

“Women in the workplace are less likely to ask for help or demand credit and we end up burning out. Jobs.Mom are teaching women to be self-advocates. We also share what employers are doing, for example, if they give maternity leave.”

 

3. What feedback have you received?

We have had an incredible response, we have had an outpouring of support - this is a critical need we are filling. If a woman wants to work there must be a place for her. Businesses say: “We do want to hire mothers, but we don’t know where to find them,” - so we advertise jobs.”

 

4. How has the pandemic impacted your personal work/life balance?

“My husband and I both work from home, with three kids, from eight months to 6 years old. I think Covid-19 has humanised people. A dog barking, kids crying in the background of a video call... I made the decision to not apologise for that.”

 

5. Do you feel working Moms are discriminated against?

“With my first child, at six months into my pregnancy, I was told: “We cannot really afford to pay you maternity leave.” But I was bringing in the business. They said: “The business is struggling…” and I knew it was not. 

“We talk about diversity, equity and inclusivity from a moral point of view, but if everybody is exactly the same in your business, you have no innovation and you cannot solve problems. Gay people, black people, people who are disabled... Moms. Through diversity, you are going to have such a rich mix.

“Men have to understand why women have a different perspective. People have different needs. Equity is when you recognise differences and give people the necessary support that they need. Mothers and women need a little bit of support at work. So I can pump.”

 

6. Can you give us an example of a microaggression moms face?

“I have been excluded from projects. They say: “I want to make sure you can focus on your kids.” Why should you be telling me how I should focus on my family? In interviews, I am asked “Do you have kids?” I don’t owe you an answer. My professional life has no bearing on my job.”

 

7. What plans does Jobs.Mom have for the future?

“We look forward to growing.”

 

8. What advice do you have for working moms or moms-to-be who are job hunting?

“Be deliberate and targeted. Have a plan and use social media: find people and ask them about their work culture. Don’t be afraid to interview interviewers in the way that they are interviewing you. Stick at it and don’t take things personally, you will get rejected. Stay at it and of course, use Jobs.Mom.”

 

9. What would you tell an employer who is hesitant about employing such women?

“You are putting your company at a distinct disadvantage. You are losing mom’s skills  - listening, communicating - and their talent. You are making a bad business decision.”

 

Moms are not just moms - they are individuals, with experiences, degrees, accomplishments, contacts, knowledge, patience, creativity and more - for every mom who wants to work, there should be a place for her. 

To hire a mom or find a job, to reskill or find support, head to Jobs.Mom

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Jul 13, 2021

Experian’s 2021 Disability Equality Index top score

Sustainability
Experian
disability
inclusion
Helen Adams
2 min
Experian
Experian recognised as a “Best Place to Work for Disability Inclusion”

The American Association of People with Disabilities (AAPD) and Disability has awarded Experian North America the title “Best Place to Work for Disability Inclusion” of 2021.

The association is the nation’s largest disability rights organisation, which works to advance the inclusion of people with disabilities. 

Experian is a global information services company, which assists customers in their data management. With 17,800 employees operating across 44 countries, Experian is listed on the London Stock Exchange and is a constituent of the FTSE 100 Index. Headquartered in California, USA, the company has a revenue of $5b. 

 

Experian’s ongoing commitment to disability inclusion

People with disabilities represent over one billion people across the world, crossing the lines of age, ethnicity, gender, gender identity, race, sexual orientation, socioeconomic status and religion. 

Experian North America earned a score of 90 out of 100 on the Disability Equality Index® (DEI), which is considered the world’s most comprehensive benchmarking tool to measure disability workplace inclusion.

The company has been applauded previously for its attitude to diversity and inclusion:

 

More inclusion to be done for those with disabilities in the world, says Experian 

Staff at Experian are thrilled with the result, but understand that their inclusion journey is not over. 

“I am thrilled Experian is being recognised for our ongoing efforts to improve disability inclusion for employees, in our technology and how we support our clients”, said Wil Lewis, Experian North America’s chief diversity, equity and inclusion officer. “We realise there is much more work for us to do, and to be done in the world, and we’re committed to continuing our focus on inclusion and belonging for all,” 

"We are so pleased to partner with 319 companies this year on the Disability Equality Index”, said Jill Houghton, Disability:IN’s President and Chief Executive Officer. “Part of corporate commitment to disability inclusion is recognising your stance and using it as an 'aha moment' to drive the business investments needed to scale change. Inclusion and accessibility cuts across the enterprise, from cultural representation in the workforce, to technology acceleration, to incorporating supply chain diversity. These are tangible opportunities that leading companies can leverage to create sustainable impact for their business and brand."

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