Sometimes, pregnancy discrimination is overt and direct. Employers terminate pregnant workers when they start showing or refuse to accommodate them when they have medical restrictions on their job functions. They fire or demote pregnant women for taking paid or even unpaid maternity leave.
Other times, companies may engage in indirect discrimination by allowing other employees to treat certain workers poorly and turning a blind eye to harassment. In some cases, professionals may face hostile work environments during and after pregnancy because their coworkers decide to mistreat them.
Accommodations can lead to resentment
Pregnant employees are sometimes subject to medical restrictions. They may not be able to perform physically demanding tasks, such as heavy lifting. They may ask their employers for accommodations that allow them to continue working with modified responsibilities until after the birth.
Coworkers may grow to resent what they perceive as special treatment. They may blame pregnant workers for requiring accommodations. In some cases, they may even begin abusing and harassing pregnant employees.
When coworkers’ conduct creates a hostile work environment, companies have an obligation to intervene. Particularly if the pregnant employee reports the harassment they have experienced and the company does not take appropriate actions, the employee may then have a reasonable basis to claim that they have experienced discrimination.
Companies have an obligation to provide harassment-free work environments. Ignoring ongoing and repeated misconduct can be a form of unfair discrimination.
Pregnant workers dealing with unsupportive employers or abusive co-workers may need help handling the situation appropriately, and that’s okay. Documenting what occurs and preparing to take action as necessary can help pregnant workers fight back against workplace pregnancy discrimination.