Apparently I was fine for the role, had all the experience, technical expertise etc. but they were concerned that relocating with a family and my husband not being employed would be too stressful for me when starting a job and I wouldn't be able to hit the ground running....
Really? Would they turn down men with wives staying at home looking after the kids then? In the interview I explained my husband is a teacher so could relocate fairly easily and was looking forward to having a career break to spend some time with the kids. Both kids are pre-school age so no school worries. Now seems like the best time for us to move and settle elsewhere (relocating is just about inevitable if I want to stay in my current industry). Is this a fair reason to turn someone down and how can I prevent further employers feeling the same. This is the first time I've looked for work since graduating so I could really use some advice!
OP I think you've said what you feel....^you don't know if you have the desire to do anything^. I think your original post requested help in how to avoid this situation in future not whether or not you had a case for discrimination. IMO it's now moved off topic. Yes we do need people to pull companies up when they act badly but in reality it's not always feasible. It's not a job you crave & it's a small industry - any action will affect your future. Does "the industry" talk? To do anything you need the fire in your belly to see it through. You don't need to make any apologies if on this occasion you don't.
I'd love to sock it to them about how unreasonable their feedback is but yes I'm not that fussed about the actual job.
The interview raised some issues for me; I don't think the company would promote a good work life balance (unpaid overtime was alluded to as well as a heavy emphasis on "ownership" of projects) basically it was made clear to me (without being said in so many words) that it would be hard for a working mum - this attitude alone rather than the actual workload I'd face put me off iyswim. I guess that was why I was angry at the feedback and it would only be this anger that would spur me to take it further. However talking to ex-colleagues as well as going on my instinct I think I'll save myself for a company that values their employees a little higher.
Don't know if that makes sense - don't get me wrong I am perfectly prepared to work hard at whatever job I get and be fully committed (world doesn't owe me a living) but if thats the kind of bullshit I have to deal with at interview stage it's not worth it. That's where I'm at now, onwards and upwards to the next interview with a few lessons learnt!
I am looking for a job at the moment and go through agencies. I have been universally advised to just put name and location on my CV and remove date of birth and marital status (not that I am married or ever had it on there). The one job I am interviewing for at the moment, noone had mentioned, asked or fished for my age or children status whatsoever - in fact they all seem to be deliberatley and carefully avoiding it. I am astounded a professional recruitment agency would pass that on - even if the client said it. Can I ask what industry?
Very, very patronising response - how do they know how mentally tough and determined you are - have you ever heard of a man being asked what his wife thought of the job? Terrible. Think I'd just let it go and be glad not to work for such a dinosaur of a company or give any commission to such a crap agency. Problem of course is if you complain you will get a reputation as a troublemaker.
Yes Maxmillie, my CV had none of these details on, I guess I need to get better at witholding the info; it just seems to go that they ask what have I been doing for the last year, when I explain maternity leave the follow up questions are friendly - ooh I've got a little one x age, what does your partner do? If I didn't have the unexplained gap in my CV I guess they couldn't get on to the subject...
MIL I totally agree, how on earth could that attitude attract a new employee?!? You've got the right approach, there's another company that's going to be the right move - especially if you're factoring in a relocation it would be preferable to be for a job you'll really enjoy & a company that will value you.
It is impossible to avoid the questions about your last year. When they ask about your partner you could talk around it & just say you're the main earner - certainly correct for after you move! Unlikely they'll probe further than that but if they're a bit pushy or intrusive try to deflect with a question rather than getting into it. It is tricky but luckily you've experienced this from a job that isn't THE job . Good luck!
Just remind them that plenty of people relocate for jobs and their spouses have to adjust. How on earth do all the multi-nationals manage to move their staff around the world on a regular basis? They wouldn't function if spouses didn't give up jobs. Moving nationally shouldn't matter if that's what you as a family have agreed to do.
There are plenty of companies in the city who won't recruit people on the basis of their location, even if commuting is an option, and sexual discrimination has nothing to do with it.
Fact is that at the moment it is an employer's market and they pretty much can pick and choose. It's perfectly reasonable to employ someone on the basis they can hit the ground running without any additional stress to add into the mix, e.g. if the op starts in four weeks relocation isn't an immediate option so commuting would be necessary for a while etc. So it's not just about how the husband feels - it's about the whole dynamic of the situation.
WannaBe I have to disagree - how you run your family is your business and shouldn't be asked about by the employer. I know what you mean about agencies in the City - they want you to be in or near London or M4 corridor, fair enough, they can ask where you're based etc - and that applies equally to a woman or a man. But to me, that is how badly will you be affected by train issues, snow etc and is about the employer and employee or how close you will be to customer sites etc. The company have no relationship with the employees husband or family - presuming she would find it too stressful because of the effect on them (off the top of their heads - no evidence to suggest that would be the case) is crossing the line I feel.
I see what you mean about employer's market, pick and choose, but only as it applies to the potential employee - they shouldn't even know whether she has a husband and kids. Crappy. (goes on all the time of course - keep your cards close to your chest OP)