Pregnancy discrimination occurs when an expectant mother is treated unfavorably in the workplace due to her pregnancy, childbirth, or related medical conditions.

5 Comments

1. AnonymousOctober 29,2024 at 12:47PM UTC

   Points 1. and 2. are very subjective. Nobody in their right mind would ever disclose to a candidate that they did not hire them because they were pregnant, but it happens every day, and without disclosure, who's to say that another candidate did not meet the requirements better?

   Point 2 is two-sided. Not only can they not deny someone an assignment because of their pregnancy, but they cannot put someone in a position that would jeopardize the pregnancy, such as handling hazardous materials or putting them near radiation. Requiring them to lift heavy objects or placing them where they can fall or are subject to other types of injury can be at the employee's discretion and should be done only with a doctor's guidance and appropriate safety gear. The company must provide ADA accommodations for these jobs or move them to a different position during the pregnancy. This happens all the time with first responders and medical personnel.

2. AnonymousOctober 29,2024 at 3:40PM UTC

   As a former director and hiring manager, I have a question regarding this situation. I've heard grumblings from other hiring mangers and wanted to know how others handle the issue it eventually creates.

   I would always hire the best candidate for the job but knowing how teams are stretched thin during a long hiring process, finally having an employee in place and then having them leave soon afterwards I can foresee would cause stress to the team.

   Due to paperwork, notice and board approvals, sometimes the process takes more than 3 months from start to offer extended. By that point, we need the employee in place, yesterday. Knowing that they are going to start and then be gone for x length is worrisome especially if it's soon after they start.

   Would we be able to justify to HR that we'd need a maternity cover for someone who just stated? I've heard other leaders complain that they weren't given a cover and should have hired that employee if they were going to be gone which I feel is discrimination.

   Would love to know how others directors handle the issue as how to open during the interview process while not prolonging the team's angst as well. If a team remains stretched thin, good employees look elsewhere. What is the best way to be fair to both sides?

3. AnonymousOctober 30,2024 at 2:04PM UTC

   It’s a case of long term wins being more important than short term stressors. When you’re dealing with the immediate fallout it’s tough but we all know the downstream consequences of pregnancy discrimination are bad for all of us.

4. AnonymousOctober 30,2024 at 3:53PM UTC

   Good point, thank you!

5. AnonymousOctober 30,2024 at 2:01PM UTC

   I worked with someone for 3 years who always looked 5 months pregnant and tired. Sadly, every new leader would hesitatingly comment “I was thinking about Sue but….” When promotion opportunities came up. Yep they were women. I’d tell them Sue wasn’t and couldn’t be pregnant, with a glint in my eye letting them know they were out of line. Then watch the dance.