Unit 8 Learning Activity 1, “Pregnancy as a Barrier to Job Status”

When looking at the case study from Northouse (2019) entitled, Pregnancy as a Barrier to Job Status, one can see several advancement barriers that the character, Marina, is encountering from her boss, Roy. Right from the start, Marina recognizes that she is at a disadvantage because saying that “if you’re pregnant you will be eased out of your position before you give birth or shortly thereafter” creates a culture of gender inequality (Northouse, 2019). Northouse (2019) also suggests that this would be a case of a lack of gender egalitarianism which is the degree to which an organization or a society minimizes gender role differences and promotes gender equality.

Secondly, Roy cut Marina off mid-sentence and didn’t even let her explain the plan that Marina had in place. Not only that, but it’s not her responsibility to come up with a plan as, according to the Family and Medical Leave Act (1993) in the United States, the employee must have their job back when they return. In Ontario, Canada, according to the Employment Standard Act (2000), an employee also has the right to return to their same job. However, the Employment Standard Act (2000) adds another level by saying that if the returning parent’s job doesn’t exist, they will be given a comparable position.

Northouse (2019) suggests organizational changes that should occur are by offering work-life support and the redefining of gender roles at home and in the workplace. Eagly & Carli (2007) say that having an increased parity in the involvement of women and men in childcare and housework will go a long way in reducing the leadership gap. Northouse (2019) goes even farther by breaking it down into levels: Interpersonal – decreasing gender stereotypes, Individual – promoting effective negotiations and the use of effective leadership styles, Organizational – diversifying leadership and having equity in maternity/paternity leave, and Societal – having gender equity in domestic responsibilities.

Question: In your organization, are there steps that leadership should take to ensure gender equality in leadership opportunities, as well as, making sure that a situation, like Marina’s, doesn’t happen?

References:

Northouse, P. G. (2019). Leadership: Theory and practice, Eighth Edition. Thousand Oaks, CA: Sage Publications.

Ontario Employment Standards Act. (2000). Pregnacy and parental leave. Retrieved from The Government of Ontario website: https://www.ontario.ca/document/your-guide-employment-standards-act-0/pregnancy-and-parental-leave#section-1

United States of America Family & Medical Leave Act (FMLA). (1993). Retrieved from the United States Department of Labour website: https://www.dol.gov/general/topic/benefits-leave/fmla