Harvard Article presentation

1. Group Members
Hasnain Ali
Kashif Azam
M. Umer Baig
Rai Tasawar
Zubair Younas

2. Introduction
Biasness
 Discrimination between Men & Women
Maternal Wall Bias
 Working Mothers
Bimbo Bakery Example
 In 2007, a women driver awarded $2.3 million
Family responsibility cases
 2/3 of plaintiff who sue in court prevail trail

3. Working mother at a glance.
Statistical Information.
 Chances of being hired fall by 79%.
 Working mother is 50% likely to be promoted as a
childless women.
 Discrimination in Salary up to $11k.

4.  Discussions of the barriers women face in business
typically focus on the double bind that many women find
themselves in
 High-level positions require managers to be forceful and
direct, yet women who demonstrate those qualities are
often seen as aggressive and lacking in social skills
 Maternal wall bias, however, often feels more like a
sledgehammer than a paper cut

5.  One study by Shelley Correll, Stephen Benard, and In
Paik found that a woman with children was 79% less
likely to be hired than one without children
 A mother was half as likely to be promoted as a
childless woman, was offered $11,000 less in salary, on
average, and was held to higher performance and
punctuality standards

6.  Yes, many caregivers are happy to step back and put
family responsibilities before professional growth.
 But mostly women's in maternal wall cases wanted to
remain in job and career path.
 to remain employable, women sometimes find that
they have to stick to gender stereotypes

7. The Maternal Wall Defined
 Maternal wall bias can take different forms.
Prescriptive bias involves “should” statements.
 A less obvious form is what we call benevolent
prescriptive stereotyping.
 Here’s an example: Two lawyers, a married couple,
worked for the same employer

8.  Curious Case of fathers
 Clear of Bias
 Right family policy
 Stand-alone policy

9. Does women can work during hard
situation ?

10. Eliminate formal flexibility stigma
 Allow to overtime
 Lower wage , part time

11. Eliminate informal flexibility stigma
Study by
 Jospeph Vandello
 Venessa Hettinger
 Jenifer Bosson
 Jasmine siddiqi

12. Eliminate informal flexibility stigma
Second study by
 Laurie Rdman
 Kris Mescher

13. Dividing the burden
is
ethical or unethical

14. Solution
 Time for life
 Management

15. Why Give Special Treatment To
Mothers?
 Mothers are penalized when they need flexibility where
as
Company have lenient approach to attendance for people
without children
 in case Dena Lockwood mother of two received lower
salary than her childless coworkers received
 Lockwood was fired illegally for rescheduling meeting
for her ill daughter.
Company ended paying her $215000 and more than $87000
lawyer fee cost. When taking company to court.

16. Why Give Special Treatment To
Mothers?
 One study found that a woman with children was 79% less
likely to be hired than one without children.
 A mother was offered $11,000 less in salary compared to a
childless woman
 In some cases many employers not allow mothers having a
maternity leave.
 In my special treatment should give to working mothers
that they work hard to supper their children.

17. Conclusion
Will working mother take your company to court?
 Today, working mothers have become more likely to sue
their employers for discrimination
 According to data collected by the Center for Work Life
Law, in the United States, roughly two-thirds of plaintiffs
who sue in federal court on the basis of family
responsibilities discrimination prevail at trial.
 Employers must have lenient and ethical policies for the
working women in order to bring the equality in the
employees.