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Essay / Research Paper Abstract
4 pages in length. Discrimination in the workplace has long been an issue of inequity and prejudice toward certain groups or individuals; that laws now exist to deter such undemocratic policymaking speaks to the tremendous need to pioneer for major change with regard to discriminatory practices. Historically, pregnant women have been discriminated against in the workplace to such a degree that not only were they refused employment because they were expecting, but they also lost their jobs when it came time for them to leave work and give birth. The Pregnancy Discrimination Act of 1978 (PDA), however, established an entirely different set of rules by which Human Resource Management (HRM) departments have had to comply. Bibliography lists 2 sources.
Page Count:
4 pages (~225 words per page)
File: LM1_TLCPregAct.rtf
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Unformatted sample text from the term paper:
for major change with regard to discriminatory practices. Historically, pregnant women have been discriminated against in the workplace to such a degree that not only were they refused employment
because they were expecting, but they also lost their jobs when it came time for them to leave work and give birth. The Pregnancy Discrimination Act of 1978 (PDA),
however, established an entirely different set of rules by which Human Resource Management (HRM) departments have had to comply. Amended to Title VII of the Civil Rights Act of 1964,
the PDA made it illegal to single out any woman based upon "pregnancy, childbirth or related medical conditions" (EEOC, 2002), requiring Human Resource managers to treat these women no differently
than another other capable and/or qualified worker. The extent to which the Pregnancy Discrimination Act has impacted Human Resource Management is both grand and far-reaching. From hiring policies
to leave and insurance to benefits, pregnancy can no longer be treated as an inconvenience or reason for termination. "Since Congress passed the PDA, women have continued to join
the workforce in increasing numbers" (Magid, 2001, p. PG). Pregnant applicants cannot be refused employment if they are just as competent to perform the duties as anyone else; to turn
a woman down based upon her current maternity condition is to go against the very grain of the antidiscriminatory measures of the PDA. If the individual is truly not
as well qualified for the position as another applicant and, therefore, does not get the job, this cannot be construed as prejudice; that she is pregnant does not preclude the
fundamental requirements of the position nor does it remove the standard screening approaches for potential employees (EEOC, 2002). When it comes time for
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