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The prevalence of pregnancy discrimination is highlighted by the fact that pregnancy discrimination charges are the fastest‐growing type of discrimination complaints filed with the federal Equal Employment Opportunity Commission. Inspite of a strong legal framework for the protection of women from pregnancy discrimination, it is extremely difficult to prove the cases in our court system. The role of women has changed in our society in the last 50 years. Women are increasingly complaining about pregnancy discrimination despite the fact that they form almost half of the workforce in the United States. There is a need for educating businesses and society at large so that we respect and support a woman's right to fair treatment during her pregnancy.

This article makes the case that social workers and social welfare advocates need to be aware of pregnancy discrimination law to better advocate for individual clients and for changes in the existing law. It is one piece of gender discrimination and inequity. This article reviews the current law around the Pregnancy Discrimination Act of 1978, including the recent holding in Young v. UPS and other relevant case law. It also reviews recent changes made by the Affordable Care Act and the Americans with Disabilities Act as well as related state laws designed to address pregnancy discrimination.

"Prepared for the Committee on Labor and Human Resources, United States Senate."--Cover. ; Pub. L. No. 95-555, 92 Stat. 2076 (1978) ; "June 1980"--Cover. ; S. 995, 96th Congress, 1978 ; Mode of access: Internet.

The success of implementing human rights treaties is often dependent on a country's national laws and local conditions. There is an implementation gap in dualist regimes where courts do not implement human rights treaty provisions because they have not been domesticated by a legislative (or other necessary) incorporating act. Interpretive incorporation is a judicial trend that seeks to mitigate this strict separatist view. This article examines the use of interpretive incorporation in Malaysia to incorporate CEDAW's prohibition against pregnancy discrimination through constitutional interpretation. It calibrates the outcomes of interpretive incorporation based on the status judges effectively give to unincorporated human rights treaties. Finally, the article reflects on some of the continuing local constraints on interpretive incorporation.

AbstractFemtech refers to electronic devices, software, or other technology relating to women's health. Employers are contributing to the rapid growth of femtech by adopting femtech products for workplace wellness programs. Due to a lack of federal laws or regulations, employers can access the personal, intimate information their employees record in these femtech products which can subject employees to pregnancy discrimination. Congress must enact a comprehensive consumer rights law and give the Federal Trade Commission more plenary power to prevent femtech companies from selling consumers' private health information to employers.

PurposePregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure, interpersonal discrimination and various allyship interventions, and the attentional processes that lead to those reactions. Consequently, it uncovers socio-cognitive processes underlying support for and backlash toward pregnancy in the workplace.Design/methodology/approach This study used a thought-listing technique to explore observers' spontaneous thoughts related to pregnancy. Working adults were randomly assigned to read through one of the six scenarios depicting pregnancy self-disclosure, interpersonal discrimination and male allyship interventions (i.e. stating the organization's anti-discrimination policy, confronting the transgressor by calling out sexism, pivoting the conversation to highlight the strengths of the pregnant employee and a hybrid intervention combining highlighting strengths and confrontation) after which participants listed the top three thoughts that came to their mind (1,668 responses). Responses were thematically analyzed to explore spontaneous reactions toward the pregnant employee, transgressor and ally in the scenario.Findings Surprisingly, across all scenarios, the most sexist thoughts emerged during pregnancy self-disclosure, even in the absence of any transgression. After a transgression occurred, any allyship intervention was better than none in eliciting lesser sexist backlash against the pregnant employee. Stating the organization's anti-discrimination policy was most beneficial for the pregnant employee in eliciting the least sexist backlash but at the cost of generating unfavorable impressions of the ally. Calling out the transgressor's bias elicited the most sexist backlash toward the pregnant employee, yet it created favorable impressions of the ally. In contrast, highlighting the strengths of the pregnant employee created the most favorable impression of the ally while eliciting a few sexist thoughts about the pregnant employee. Overall, the hybrid intervention was the most effective at balancing the competing goals of generating support for the pregnant employee, creating favorable impressions of the ally, as well as holding the transgressor accountable.Originality/value This study demonstrates that the type of allyship intervention critically redirects the attentional focus of observers to certain aspects of a discrimination episode and relevant schemas which can generate support or backlash toward targets, transgressors and allies, thereby advancing or obstructing equity and inclusion in organizations.