While women worked for decades to gain the right to go to work, there is still much to be done to ensure that everyone is treated equally in the workplace. The U.S. Department of Labor indicates that nearly 50% of America’s workforce is made up of women. While the term “discrimination” leads many to think about people being refused jobs that they are qualified for or passed over for promotions that they’ve earned, the concept of workplace discrimination actually goes much further.
The Department of Labor notes that 85% of female employees will become mothers during their careers. Sadly, other studies conducted by the United States Census Bureau indicate that those same women are working deeper into their pregnancy and returning to work sooner after giving birth. The last decade has seen more than 50,000 pregnancy discrimination complaints filed, indicating that, while women are able to get jobs, they are not being treated fairly once they’re in those positions.
The Pregnancy Discrimination Act (PDA) is a law that strictly forbids employers from mistreating pregnant employees and protects those same employees from bias, even perceived bias. The law includes subjecting employees to isolation in the workplace, giving them unfair schedules, and more.
When someone experiences discrimination in the workplace due to pregnancy, there is legal recourse available. Their employer, whether current or former, must maintain a certain standard of behavior in regards to their employment during and after their pregnancy.
A lawyer who is well-versed in employment law may ask very detailed questions concerning claims of workplace discrimination. At that point, they can advise in the best course of action to get their client adequate compensation.