Pregnancy-related discrimination and expectant workers' psychological well-being and work engagement: understanding the moderating role of job resources

• Date: 23 May 2023
• Pages: 188-204
• DOI: https://doi.org/10.1108/IJWHM-01-2022-0005
• Published date: 23 May 2023
• Subject Matter: Health & social care,Healthcare management,HR & organizational behaviour,Human resource policy,Employee welfare
• Author: Juliet Hassard,Weiwei Wang,Lana Delic,Ieva Grudyte,Vanessa Dale-Hewitt,Louise Thomson

Pregnancy-related discrimination

and expectant workers’

psychological well-being and work

engagement: understanding the

moderating role of job resources

Juliet Hassard

Queen’s Management School, Queen’s University Belfast, Belfast, UK

Weiwei Wang, Lana Delic and Ieva Grudyte

University of Nottingham, Nottingham, UK

Vanessa Dale-Hewitt

Nottingham Trent University, Nottingham, UK, and

Louise Thomson

University of Nottingham, Nottingham, UK

Abstract

Purpose –In this paper, the authors apply the Job Demand-Resource Model to investigate the association

between pregnancy-related discrimination (conceptualised as a job demand) and expectant workers’

psychological well-being and work engagement, and the moderating role of workplace support (co-worker

and supervisor social support and perceived organisational family support (POFS); conceptualised as job

resources).

Design/methodology/approach –The paper conducted a cross-sectional online survey of vocationally

active British workers in their second and third trimesters of pregnancy using purposive sampling techniques.

Participants were recruited through online forums and social media platforms. A sample of 186 was used to

conduct multiple regression and moderation analysis (SPSS v28 and STATA v17).

Findings –The authors observed that higher levels of pregnancy-related discrimination were associated with

poorer psychological well-being and work engagement among surveyed expectant workers. Perceived

co-worker social support moderated both these relationships for psychological well-being (demonstrating a

buffering effect) and work engagement (an antagonist effect). POFS and supervisor support did not moderate

this association.

Practical implications –This paper highlights the importance of pregnancy-related discrimination at work

as a work stressor, necessitating its reduction as part of organisations’strategies to manage and prevent work-

related stress above and beyond their legal requirements to do so under national-level equality legislation.

It also sheds light on the potential value of resource-based interventions.

Originality/value –This is the first study to investigate pregnancy-related discrimination and work-related

health outcomes within a British sample, and to explore the potential protective health and motivational value

of job resources there within.

Keywords Pregnancy, Discrimination, Psychological well-being, Work engagement,

The Job Demand-Resource model

Paper type Research paper

Around 80–90% of women will be employed during their pregnancy (Adams et al., 2015).

Arguably, one of the most challenging aspects of many women’s employment exper iences

emergesat the intersection of work, pregnancyand, for many, the transitionto parenthood. It is

during this period when women, line managers and their employers must consider the

physiologicaland psychological changes,and, in turn, the subsequentwork-related challenges

that pregnancy maybring to their jobs and working life (Pattison and Gross, 1996).

IJWHM

16,2/3

188

The current issue and full text archive of this journal is available on Emerald Insight at:

https://www.emerald.com/insight/1753-8351.htm

Received 7 January 2022

Revised 17 October 2022

Accepted 13 February 2023

InternationalJournal of Workplace

Health Management

Vol. 16 No. 2/3, 2023

pp. 188-204

© Emerald Publishing Limited

1753-8351

DOI 10.1108/IJWHM-01-2022-0005

IntheUnitedKingdom(UK),likeinmanyother countries, pregnancy and maternity are

legally protected characteristicsundertheEqualityAct2010(Equal Opportunities

Commission, 2010). Within this legal context, women are protected against discrimination

(unfair treatment at work) from individuals in their workplace during pregnancy. Within

UK law, pregnancy discrimination is when a woman is treated unfavourably because of

her pregnancy or pregnancy-related illness (Honeyball, 2000). Examples include selection

for redundancy because of their pregnancy or pregnancy-related illness, reduction in pay

or hours, pressure to resign, refusing to give a promotion based on pregnancy status,

denying the right to return to their previously held job position or having some other job

roles/duties taken away due to their pregnancy status or maternity leave (Adams

et al., 2015).

Despite such legal safeguards, pregnancy discrimination at work continues to exist

both in the UK (Adams et al., 2015) and globally (e.g. Fox and Quinn, 2015). In the UK in

2015, an estimated 75% of working British mothers reported “...anegativeorpossibly

discriminatory experience during pregnancy, maternity leave and/or on return from

maternity leave”(Adams et al., 2015, p. 7). Recently, there have been public accusations and

court cases against large companies by female employees regarding pregnancy-related

discrimination (e.g. Frontier Airlines, ACLU, 2022;Amazon,Wilson, 2022). The most

reported forms of unfavourable treatment among expectant women at work included:

being given unsuitable work or workloads (15% of respondents); encouraged to take time

off or signed off on sick leave early (14%); encouraged by employers to start maternity

leave early (11%); and discouraged from attending antenatal classes during working time

(10%; di Marco et al., 2018). Consequently, it is more important than ever to understand

women’s experiences at work during their gestation period, how such experiences relate to

their well-being and work motivation and understanding how organisations can better

support them during this period.

The interface of pregnancy and work: women’s lived experience

Expectant employees must navigate decisions regarding whom, when and how to disclose

and manage their pregnant identities at work (Jones, 2017), with many women expressing

fear or worry about the process and outcome of disclosure (Davis et al., 2005;Jones, 2017).

Davis et al. (2005) found expectant employees reported being concerned about encountering

and managing negatively held perceptions and behaviours by co-workers, managers and

employers regarding their pregnancy and work identity. Many reported being concerned

about prejudiced attitudes by co-workers and managers surrounding their job dedication and

performance ability; and how exposure to such prejudicial attitudes and, potentially,

discriminatory behaviours may affect their work, professional identity, working life, and

their (and their baby’s) health and well-being.

Millward (2006) conducted a series of interviews with employed women exploring their

transition from pregnant employees to working mothers. She found women reported

feeling systematically excluded by the organisation and co-workers, with many

describing “feeling invisible”. A common experience was feeling insecure regarding

their professional position, with many questioning the strength of their professional

identities going forward (into and beyond maternity leave) and overall worth to the

organisation. Many expectant workers reported feelings of guilt, and pressure to work

due to the perceived “cost and burden”of their pregnancy on co-workers (Millward, 2006).

Similar findings have been observed elsewhere in the literature (Fox and Quinn, 2015;

Davis et al., 2005).

Pregnancy

stigma and

psychological

wellbeing

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