As a woman, society often tells you that motherhood is the ultimate joy. The patriarchy never lets you forget that. However, pregnancy discrimination in the workplace is still a considerable issue. But society does not talk much about it. Just a few months ago, NFL star Harrison Butker told women graduates at a Catholic private college that one of their most essential roles in life would be as a “homemaker.”
“Some of you may go on to lead successful careers,” he said, “but I bet most of you are more excited about marriage and the children you’ll bring into the world.” He added that his wife’s life “truly started” when she embraced her role as a wife and mother. Sure, these are his beliefs, and he’s welcome to them, but if being pregnant and giving birth is the greatest thing a woman can do, then why does pregnancy discrimination still exist?
Pregnancy discrimination in the workplace: The current state
For many working women, pregnancy can bring physical, psychological, and medical challenges along with work-related issues like discrimination. When we talk about equality at work and the many forms of discrimination women face, we often overlook pregnancy discrimination. It is a kind of gender bias, especially in male-dominated industries, where the rates are alarmingly high. Pregnancy discrimination includes actions such as terminating a pregnant employee, retaliating against them, or denying them the time off they are entitled to.
Studies show that 1 in 5 mothers (20%) experience pregnancy discrimination in the workplace. 13% of Millennial women have faced pregnancy discrimination, while 9% of Gen X women and 5% of Baby Boomer women report similar experiences.
Pregnant women often face the harsh reality of being pushed out of their jobs or risking their health to keep earning a paycheck. A pregnant woman usually has to work twice as hard as a non-pregnant employee to prove that she is capable and worth keeping. In an ideal world, moms wouldn’t have to deal with all of this.
Why do women hide their pregnancies?
My friend, who works at a media company, decided to wait until her pregnancy bump became more noticeable before sharing the news. The media industry is often progressively seen, but the current state raises concerns. Despite the progressive image, women like my friend still fear outdated and discriminatory practices when working while pregnant. She’s not alone in this hesitation. More than one in four (26%) women have hesitated to inform their employers about their pregnancies because they fear facing unfair treatment.
We often see actresses celebrating their pregnancies, showing up to work even as their due dates approach, or continuing to work while pregnant. Unfortunately, the reality for regular women is quite different. Securing a job can be nearly impossible if an ordinary woman discloses her pregnancy to potential employers. I’ve seen my own pregnant friends go to great lengths to conceal their bumps, hiding them under oversized jackets or slouchy sweaters.
The fear of denied promotions, job redundancy, and reduced pay or job assignments often forces women to conceal their pregnancies, even in workplaces that are supposed to be supportive. It is the everyday reality for many working mothers.
Pregnancy discrimination in the workplace: What needs to change
Almost a decade ago, the report “Listening to Mothers: The Experiences of Expecting and New Mothers in the Workplace” revealed that 40% of surveyed moms needed workplace accommodations, such as more breaks, a chair, or the ability to carry a water bottle. Over 38% didn’t disclose these needs to their employers, fearing negative repercussions.
The sad reality is that many mothers felt they had to hide their pregnancies at work to avoid problems or judgment. Even during COVID, they had to go to great lengths to keep their pregnancies a secret, like carefully positioning their camera during Zoom meetings. It shows the lack of support and acceptance for pregnant women in the workplace, making them feel they can’t be open about their condition.
Pregnancy discrimination in the workplace: Has anything changed?
While the situation hasn’t improved significantly in 2024, some companies are introducing initiatives to make taking maternity leave and returning to work more accessible. For instance, Citibank India now offers a work-from-home (WFH) option for up to 12 months following maternity leave, and women can also request WFH during their last trimester of pregnancy.
Under its updated policies, Air India will now offer 26 weeks of maternity leave and daycare support for women employees. Additionally, the airline will allow women pilots to choose quicker turnaround flights until their child turns one year old. These changes are part of the carrier’s ‘MOMS—Returning Mothers Programme,’ where MOMS stands for ‘Making Our Mothers Soar.’
Employers need to ensure that pregnant and parenting employees get the same chances and recognition as everyone else at work. That means providing fair treatment and equal opportunities and acknowledging their contributions just like any other worker.
The final thoughts
If an employee faces unfair treatment because of their pregnancy or because they have asked for paid or unpaid leave related to pregnancy, this behaviour is not just poor conduct but a recognised form of discriminatory behaviour, violating the principles of equal treatment in the workplace. Trying to hide a pregnancy, whether by dressing in loose clothing or managing symptoms discreetly, adds extra stress to an already challenging time. Workplaces should support and accommodate pregnant employees, allowing them to be open about their situation without fear or additional hardship.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
