Despite what the law dictates, many women still face pregnancy-related discrimination. In Washington, at least, someone has noticed, and a public meeting was recently held with the U.S. Equal Employment Opportunity Commission.
The meeting followed that of 2007 and 2009 in which the Commission issued “Employer Best Practices for Workers with Caregiving Responsibilities.”
“Pregnancy discrimination persists in the 21st century workplace, unnecessarily depriving women of the means to support their families,” said EEOC Chair Jacqueline A. Berrien. “Similarly, caregivers – both men and women – too often face unequal treatment on the job. The EEOC is committed to ensuring that job applicants and employees are not subjected to unlawful discrimination on account of pregnancy or because of their efforts to balance work and family responsibilities.”
Even though the Pregnancy Discrimination Act was put into place more than 30 years ago, women are often subjected to demotions, prejudice, and job loss when they fall pregnant. Women are waiting until later in life to have children, and in the States, it's estimated that women make up 47% of the national workforce (Bureau of Labor).
As a direct result, both men and women who choose to be the primary caregivers wind up facing obstacles in their careers. Though it is wonderful that the matter is drawing attention, it is often challenging to prove such discrimination.
In a past life I worked for a prestigious law firm that was making staff cuts. Ultimately it came down to a senior consultant (a single mom) and a (unmarried) junior lawyer. Guess who got the axe? This isn't always the case, but from where the consultant's colleagues were standing, the motives for the decision weren't so ulterior.
Then there's the story about a pregnant woman who—instead of being given the option to alter the garment—was forced to take leave when her uniform no longer fit. Sadly, according to the Commission's findings, lower-paid employees are most at risk of this kind of discrimination.
Surely as a society it's in everyone's interest to provide as much flexibility as possible to working caregivers? So what more can be done to ensure equality in the workplace?
Know of any pregnancy-related bias goings on? The Commission invites pertinent public comments for review. Alternatively, you can spill your experiences here. What's happening may not be right, but if we speak up loud enough, for long enough, someone will listen.
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