Of the many challenges encountered by those employed in different workplaces, most fall under the systemic type, which tends to be difficult to resolve. Unemployment penalty and pregnancy discrimination are the challenges exerted particularly on women when considering the case stated on the paper. Women pose a higher unemployment penalty through their child-rearing period. It implies that rehiring them is significantly more difficult when women take longer breaks.
According to Payscale, those who have been unemployed for not more than 90 days incur a 3.4% penalty, whereas those who have been unemployed for more than 12 months face a 7.3% sanction. The survey shows that over 50,000 ladies lose their employment status over maternity discrimination. As per the survey, 4% of men aged 20-29 have been out of work for somewhat over a year, whereas 11% of women have been out of work for the same period of time (Qin, 2021). Jobless men and women aged 30-44 constitute for 10% and 20% of the overall populace, respectively. It leads to a pay gap across both genders, making it harder for women to hold prominent positions.
Having a conversation with pregnant women about acceptable accommodations would help resolve any issues. The certification of the process of interaction is scrutinized by the Equal Employment Opportunity Commission and the courts, so adopting and recording it can simply guarantee that a decent attempt towards conformity has been conducted (Catalano et al., 2021). Maintain an up-to-date job specification representing each role’s responsibilities, duties, and skills. Members of staff should be reminded of their rights and obligations frequently. Organization lawyers should educate management on the organization’s strategy. Guarantee that hiring choices are not made only based on management’s opinion of what is best for the pregnant employee. Account for how the organization approaches non-pregnant employees with comparable professional abilities or limitations.
It’s the 21st century. People worldwide are talking about advancement and building an environment where everyone receives fair treatment. Then why does it come to a complete halt with women? Why are women obliged to strike a harmony between work and home while men are expected to provide for the family? While some males have stepped up to encourage women in their attempts, why is feminism associated with so much anger and disdain? It’s past time to dispel toxic misogyny and educate people about feminism’s goal of closing gender gaps and attaining the sexes’ governmental, economical, psychological, and societal equality.
The management can gradually eradicate discrimination by evaluating and ensuring the current company policies do not disproportionately impact pregnant employees. If the policies impact the pregnant employees, consider how they will be required for the company’s activities. Incorporate rules on alternative arrangements, incentives, salaried and unfunded leave, rest breaks, prejudice, abuse, and retribution. Create a strategy for reviewing and responding to incidents of pregnancy discrimination.
The success achieved after undertaking these recommendations would place the company free of any lawsuits from women who might feel targeted by the majorly overrated misogyny. Women in the company, too, would feel better placed, and these efforts would impulse them to dedicate all their strength and focus toward achieving better results in their work. Eventually, the company achieves its financial goals, and everyone gets to be happy at the end of the day. Lastly, less stereotyping helps expound the mind to infinite possibilities achievable only through teamwork and smart, hard work.
References
Catalano, G., Giffoni, F., & Morretta, V. (2021). Human and social capital accumulation within research infrastructures: The case of cern. Annals of Public and Cooperative Economics, 92(3), 473–496. Web.
Qin, Z. Q. (A. (2021). Discrimination against pregnant women in the U.S. workplace: An overview & solutions. SSRN Electronic Journal. Web.