"Reflective Journal Stereotyping pregnant women as Unproductive assets I felt like I was being a mere spectator of the happenings around me, as an intern worker Icouldn’t do anything more. Olivia was the very cheerful in nature and was a passionate worker. Her work was much appreciated by our boss. And her marriage was celebrated by team. Butwhen we announced her pregnancy news to the team, things changed. The difference in treatingher was quite visible. Quoting work pressure, she was denied new projects. She was given anychallenging assignments. And the boss stated that he was supporting and helping her with lessworkload during pregnancy, but Olivia was in good health and she remained the same passionateperson looking for challenging opportunities. But why was she considered less competent afterher pregnancy news reveal.Many research reports states that women who are pregnant have a tough time gaining entry into aworkplace (Correll, Benard, & Paik, 2007). We can’t deny the fact that Pregnancy is a physicalexperience for ladies which requires them to take some time off from work to recoup and bondwith their newborn babies. This absence from work and non-availability during any crucial timeleads to managers perceiving that their employer is no longer dependable. And in many casesfemale employees who return after maternity leave are also considered incompetent. Empirical research reveals that childbearing female employees face hostile behavior during jobapplication process, face discrimination in work place, rated less during appraisal and negotiatedfor less salary than the standard recommendations (Hebl, King, Glick, Singletary, & Kazama,2007; Heilman & Okimoto, 2008, Bragger, Kutcher, Morgan, & Firth, 2002).In New Zealand, parental leave is part into various sorts under the Parental Leave andEmployment Protection Act 1987. One sort of parental leave is "Maternity Leave". Maternityleave just applies to female workers. On the off chance that a worker meets the criteria formaternity abandon, her manager must enable her to take maternity leave if she becomes pregnantor adopts a child aged less than 5 years of age. Maternity leave is one consistent time of up to 14weeks. It incorporates a qualification to no less than two months' leave after the infant is born.This implies maternity leave can possibly be longer than 14 weeks if the infant is born later thanthe Expected Delivery date (EDD) and the ladies started her leave a little while before theEDD.Every nation is trying to help women to be independent and attempts to ease the transition of early mother to employed women. The various maternity related schemes are the bestexamples. Most organization claims to support gender diversity in their employee population and boastsabout their maternity benefits. But the bitter truth is that pregnant women are often seen asunproductive assets which often cost these women their salary hike, promotion or sometimeseven their job. A research study conducted by Shellenbarger in the year 2008 states in the recenttimes, discrimination of pregnant women has increased by forty percent. Employers assume that by decreasing the work load and denying challenging work to pregnantwomen is helping them, it isn’t actually helping. These acts just make them feel they areworthless. Instead organizations must concentrate in creating women friendly workenvironments. The cost of hiring a new candidate to replace a salaried employee is high. Henceretaining and motivating pregnant women is a cost effective gesture. In the past decade morewomen have proved their efficiency in work place and home. Many women have workedthroughout their pregnancy effectively. Hence instead of stereotyping pregnant women asincompetent and unproductive asset, Corporates and Industries must support women by creatinga supportive work environment.Human resource department can opt to discuss the needs of thepregnant employees, can help them accommodate in the work place, any issue can be resolved.The employees who receive these supports would be loyal to the organization and would lookforward to contribute more after their maternity break. I personally feel that every individual has the right to take decision personally andprofessionally, and every women needs to be respected for her choices never discriminated.Hence avoiding these stereotyping is the need of the hour. ReferenceCorrell, S. J., Benard, S., & Paik, I. (2007). Getting a job: Is there a motherhood penalty?American Journal of Sociology, 112, 1297–1339. Doi:10.1086/511799Hebl, M. R., King, E. B., Glick, P., Singletary, S. L., & Kazama, S. (2007). Hostile andbenevolent reactions toward pregnant women: Complementary interpersonal punishments andrewards that maintain traditional roles. Journal of Applied Psychology, 92, 1499 –1511.doi:10.1037/ 0021-9010.92.6.1499Heilman, M. E., & Okimoto, T. G. (2008). Motherhood: A potential source of bias inemployment decisions. Journal of Applied Psychology, 93, 189 –198. doi:10.1037/0021- 9010.93.1.189Bragger, J. D., Kutcher, E., Morgan, J., & Firth, P. (2002). The effects of the structured interviewon reducing biases against pregnant job applicants. Sex Roles, 46, 215–226.doi:10.1023/A:1019967231059Shellenbarger, S. (2008). Pregnancy discrimination complaints at record levels. Wall StreetJournal Report. Retrieved from http://online.wsj .com/article/SB120657740153967147.htmlMaternity leave in New Zealand, viewed on 02.06.2017.http://www.findlaw.co.nz/articles/4282/maternity-leave-in-new-zealand.aspx"