Pregnancy discrimination is more common than most people realize. Many women find that once they announce a pregnancy or return from maternity leave, their career quietly starts to stall. It’s not because their performance changed, but because of assumptions. Experts call this the maternal wall, and it may be affecting your job without you even knowing it.
What is the maternal wall?
The maternal wall is a form of bias. It happens when people at work assume that a pregnant woman or a new mother is less focused or less serious about her job. Often, no one asks how she feels — managers just make decisions for her.
A manager might skip over a pregnant employee for a promotion, thinking she wouldn’t want the extra work. A team might stop including a new mom in important meetings, assuming she is too busy. These actions may feel small, but over time, they can push women out of opportunities they have earned.
Your legal rights in Washington
In Washington, this treatment can cross into illegal territory. Title VII of the Civil Rights Act of 1964 makes it illegal for employers to discriminate based on sex — and that includes pregnancy. So when a job decision centers on the fact that you are pregnant or have recently given birth, federal law may be on your side. This means employers cannot legally base job decisions — such as who gets promoted or assigned to key projects — on pregnancy or childbirth.
How this shows up at work
The maternal wall is not always obvious. You might hear comments like, “Are you sure you can handle this right now?” or “We figured you would want to slow down.” Other times, it is a pattern in which your employer passes you over for raises, even though your work remains excellent.
If you notice a shift in how people treat you, start keeping notes. Write down dates, what people said and who was there. This documentation can matter a great deal later on.
You do not have to figure this out alone
Talking with an employment lawyer is a helpful first step. A lawyer familiar with Washington law can help you understand whether your employer violated your rights. After all, only your skills and effort should define your value at work — not your pregnancy.