A recent viral note has sparked conversations about the historical treatment of pregnant women in the workforce, shedding light on a time before maternity leave was even a consideration. In a post shared by Twitter user Ava Thompson, she revealed a letter her mother received in the 1960s from the local education board, which highlighted the harsh realities that many working women faced back then.
Ava wrote, “My mom saved this as a reminder of the challenges women endured. Pregnant? You’re out of a job.” The letter, dated December 31, 1969, bluntly stated:
“Dear Mrs. Thompson,
We regret to inform you that we must consider your request for a Leave of Absence as a termination effective immediately. Unfortunately, our Board does not approve maternity leaves at this time. When you’re ready to return, please inform our office of your availability for another teaching position.
Thank you for your service to our staff.”
Maternity leave as a formalized legal right didn’t come into play until 1971 in Canada, while the United States only saw the Family and Medical Leave Act (FMLA) enacted in 1993. Historically, women have often been treated as expendable simply for being mothers.
In 1972, the Equal Employment Opportunity Commission enacted guidelines that required employers to treat pregnancy-related disabilities—like childbirth and recovery—similar to other temporary disabilities. The Pregnancy Discrimination Act of 1978 further prohibited discrimination based on pregnancy and childbirth. However, neither law guaranteed any time off to recuperate or bond with a newborn, reflecting the deep-rooted issues of gender inequality in the workplace.
As Ava’s post gained traction, many women began sharing their own experiences of discrimination during pregnancy. While significant strides have been made in protecting the rights of pregnant employees, it’s important to recognize that issues like short family leave policies in the U.S. still persist. Many companies continue to treat pregnant employees unfairly or even terminate them.
This serves as a powerful reminder of the past and the long journey still ahead in securing equitable treatment for all working mothers. If you’re interested in learning more about at-home insemination options, check out our guide on the at-home insemination kit. Additionally, for comprehensive insights on home visits related to insemination, visit this authority site. For further information on IUI success rates, refer to this excellent resource from WebMD: what is IUI success.
In summary, the experiences shared in Ava’s viral post serve as a stark reminder of the discrimination faced by pregnant women in the past, and although progress has been made, challenges still remain in the workplace.