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PREGNANCY AND ABORTION: IMPLICATIONS FOR CAREER DEVELOPMENT OF PROFESSIONAL WOMEN

For the professionally active woman, her pregnancy often provides the first challenge to a life-style that may have functioned well and adaptively until that time. When she discovers she is pregnant, she has to make a choice whether to have the child or whether to have an abortion. Marriage may be included in this decision. Most professional women who do have children are married. Although increasing numbers of unmarried mothers elect to keep their babies rather than offer them for adoption, their educational and class background is generally different from that of career women. This, therefore, is not a widely accepted alternative for the women with a career. Having a baby then brings a whole range of consequences. Some are related to the experience of the pregnancy and some to the impact of the child on family roles and responsibilities. Many of the discussions about femininity and feminism these days waver between assertions that women are no different from men in any respect that really matters on the one hand, and to pleas for appreciation of those qualities which are specifically feminine on the other. Certainly in most professional occupations there are few ways in which women must inherently function any differently than men in regard to the actual character of their work. There are, however, many ways in which they may choose to arrange their lives differently from the prevailing patterns for men. The most marked of these concern their family relationships and the most compelling have to do with the care of children. Numerous obstacles complicate a woman’s gaining access to a career and then achieving recognition and the standard rewards or professional advancement within it. The problems posed by the external barriers of overt discrimination, subtle prejudices, and the inner conflicts such as those concerning the competitiveness and aggressiveness necessary for successful achievement may be solved in a number of ways, varying with the individual backgrounds and personalities of the woman involved. One possible option a woman has is to minimize the distinction between the sexes; that is, to work “like a man.” She can insist on equal hours and on undertaking work of equal challenge, and can try to participate fully in all the informal exchanges of information, banter, and social communication. We have heard a good deal about the dubiousness of accepting these masculine role models, but it does remain difficult to modify or abandon them if one is after success. Whatever possibilities exist for managing this solution for the women graduate student or young professional become smaller or vanish in some fields once a woman plans to have children. She has the theoretical option of insisting that there be no differences in her work conditions except for maternity leave and the immediate postdelivery period for a short while afterward, or she can ask for “special” consideration