User:Shallam27/Pregnancy discrimination

Article Contribution
Relevant Federal Law Regarding Pregnancy Discrimination

The Pregnancy Discrimination Act of 1978 and Family and Medical Leave Act are rooted in the precedent of several major court decisions leading up to them. Through these cases, the shift of how pregnancy within the workplace has been treated throughout United States’ law can be seen.

The Pregnant Workers Fairness Act (PWFA) prohibits discriminatory policies that would disallow employers from making reasonable accommodations for any and all qualified employees who are either pregnant or require child care resources. This bill sets forward procedures to enforce the law and protect pregnant employees from these discriminatory practices.

Mexico
Mexico's adoption and enforcement of, as well as experience around, pregnancy discrimination laws offer a helpful insight into pregnancy discrimination internationally. Additionally, it gives a nuanced understanding of how these laws are enforced when they are conditions of trade agreements, as is partially the case in Mexico.

Impacts on Physical and Mental Health
Pregnancy discrimination can result in a negative impact on, not only financial security but the physical and mental health of mothers and their babies/children. Several studies have shown that pregnancy discrimination can lead to mental health consequences for pregnant workers. Women who experience such discrimination reported higher levels of anxiety, depression, and stress compared to those who did not experience discrimination (Kachi). Heightened stress has been established to increase the chances of postpartum depression— a mental disorder found in those who have recently given birth. Moreover, pregnancy discrimination has been associated with feelings of isolation and stigma, which can further worsen the mental health impacts for pregnant workers.

Pregnant workers who experienced discrimination also reported physical health impacts from lack of hydration and restroom breaks. Moreover, in addition to being denied accommodations, pregnant workers may also be subjected to physically demanding tasks that are unsafe for pregnant women (i.e. heavy lifting, bending, late work shifts, long moments of standing, high levels of noise, exposure to harmful chemicals) (Makowiec); which can lead to workplace injuries and complications during pregnancy.

Pregnancy discrimination can have negative impacts not only on pregnant workers but also on their children's health. Mothers who experienced pregnancy discrimination may have children with lower birth weights, which can lead to long-term health problems, including an increased risk of infant mortality, diabetes, and cardiovascular disease. Moreover, pregnancy discrimination has been associated with an increased risk of premature birth, which can also lead to long-term health problems, including developmental delays. Additionally, mothers who experienced pregnancy discrimination have been reported as more likely to engage in unhealthy behaviors during pregnancy, such as smoking and drinking alcohol, which can negatively affect the health of the developing fetus.

Changes corporations can make to end pregnancy discrimination and the negative impacts of the latter:


 * Adhere to the laws outlined in the Pregnancy Discrimination Act (PDA)
 * Adhere to the laws outlined in the Americans with Disabilities Act (ADA)
 * Adhere to the laws outlined in the Family and Medical Leave Act
 * Adhere to the state, local, and various medical insurance laws
 * When deciding policies regarding pregnant employees examine . .
 * The duration of pregnancy leave recommended by medical professionals
 * The length of leave time for other disabilities
 * The cost of having a child
 * The consequences of inadequate benefits given to pregnant people
 * Perform assessments of occupational hazards to monitor both manual labor and environmental conditions.
 * Implement rational adjustments that are not mandated by the PDA or the ADA, including . . .
 * Access to additional bathroom breaks
 * Seats to alleviate weight off the feet
 * Ability to carry a source of water
 * Ability to take positions that do not require extensive bending, standing, or lifting
 * Regularly educate managers and employees on their rights and responsibilities regarding pregnancy, childbirth, and associated medical conditions.
 * Carry out surveys among employees to detect and address any policies or practices that could put women at a disadvantage.
 * Access to emotional and psychological help (i.e. psychiatrists and therapists)
 * References

Lead
Pregnancy discrimination is a kind of employment discrimination which occurs when pregnant people are fired, not hired, or otherwise effected by their pregnancy within the work place.

Article body
Using gender non-binary language when referring to prospective or current pregnant people rather than simply referring to them as pregnant women will allow for increased belonging and positive change. Through looking at women's interpretations of their terminations, this dynamic can be better understood and applied. Additionally, diving deeper into United States Supreme Court cases that addressed the issue of pregnancy discrimination and the judiciary's role in setting precedents for this to occur. The relationship between sex based discrimination and pregnancy discrimination holds a large weight in how laws effect these rights.