Even though there are explicit legal protections, pregnancy discrimination still occurs in workplaces in many industries. This may be subtle changes in treatment or overt violations of your rights. Recognizing and acting on the injustices is essential in retaining your employment and keeping your dignity intact. Here are three things to consider when dealing with pregnancy discrimination.
1. Recognizing the Signs of Discrimination
Not every instance of pregnancy discrimination is apparent. It frequently manifests in subtle, more indirect forms. Be aware of negative changes in your workplace after announcing a pregnancy or returning from leave. A significant warning sign is getting a negative performance evaluation despite a track record of favorable feedback. Another is being left out of important meetings or projects you previously directed. An unexpected reallocation of assignments may also be a warning sign.
Be alert to the comments or questions of the supervisor or a co-worker driven by stereotypes. These may be presuppositions regarding your commitment, ability, or availability. Refusal to provide reasonable accommodations required because of pregnancy-related restrictions is another warning sign. These include increased breaks, a stool for standing tasks, or occasional light duties when required for health reasons. Even well-intentioned remarks advising you to “take it easy” or be moved “ for your benefit” without medical reasons can indicate prejudice.
2. Documenting Everything to Build Your Evidence
Documentation can make a big difference when you’re facing pregnancy discrimination at work. Record exactly what was said or done. Focus on actual descriptions of the discriminatory words, actions, or decisions. In addition to written records, preserve all relevant communications. Save emails, texts, voicemails, and minutes of meetings that could serve as supporting evidence.
Ask to be provided with your personnel records, including performance reports and written warnings, as any of those may assist you in proving the inconsistency in your treatment or a sudden adverse change in how you’re treated.
If you’ve made a reasonable accommodation request for a pregnancy-related reason, make sure the request was in writing, like email, and have a copy along with the employer’s response, if any. Keeping thorough documentation of all medical visits that relate to your pregnancy. The documentation helps build a timeline and support your story, which is critical when proving pregnancy discrimination.
3. Taking Decisive Action and Knowing Your Options
Taking action is necessary to stop discrimination and seek redress. Your first step is usually internal. Go over your company’s anti-discrimination policy and follow the complaint procedure. This will probably be reporting the issue to HR or an approved manager. Put your complaint in writing and keep a copy. Explain the discriminatory action in relation to your documentation.
The internal process may not resolve the issue, or you may be retaliated against for filing a grievance. That can mean negative treatment, reduction in rank, or termination. This is the time for external remedies. File a complaint of discrimination with the Equal Employment Opportunity Commission (EEOC). You can also file another one with your state fair employment practice agency. If the agency can’t fix the problem, it might give you a “Right to Sue” letter. This allows you to seek legal action.
Endnote
The experience of facing pregnancy discrimination may be lonely, yet when understood and acted upon decisively, it becomes a point of strength. Document what happened and use internal avenues to seek remediation. If this fails, talk to the enforcement agencies or pursue a lawsuit. Doing so will make employers accountable and create a more equitable tomorrow.
