"If she returns…" That statement is among the allegations that Chloe Koprucki makes against her former employer, Broadridge Financial Solutions, in a just-filed sex discrimination and FMLA lawsuit. In sum, Koprucki claims that the company "mommy tracked" her after her return from maternity leave.
The "mommy track" refers to the unspoken career path many working mothers find themselves on, where they are passed over for promotions or opportunities because of assumptions about their priorities or commitment. High-profile lawsuits by women at companies like Ernst & Young, Jones Day, and others have brought attention to how this practice can create serious legal risks for employers.
When employers make decisions based on stereotypes about working mothers — like assuming they won't want to travel for work or can't handle demanding projects — they risk violating anti-discrimination laws like Title VII or state equivalents. Even well-intentioned policies can cross the line if they treat parents differently based on gender or family status.
For example, an employer who "helpfully" assigns fewer high-visibility projects to a working mom because they think she's too busy with her kids may be unintentionally derailing her career. Similarly, failing to give fathers equal access to parental leave or flexible schedules can spark claims of reverse discrimination.
So how can businesses avoid the mommy-track trap? Here are some practical tips:
When employers make decisions based on stereotypes about working mothers — like assuming they won't want to travel for work or can't handle demanding projects — they risk violating anti-discrimination laws like Title VII or state equivalents. Even well-intentioned policies can cross the line if they treat parents differently based on gender or family status.
For example, an employer who "helpfully" assigns fewer high-visibility projects to a working mom because they think she's too busy with her kids may be unintentionally derailing her career. Similarly, failing to give fathers equal access to parental leave or flexible schedules can spark claims of reverse discrimination.
So how can businesses avoid the mommy-track trap? Here are some practical tips:
1. Make decisions based on performance, not assumptions. Evaluate employees as individuals, not based on stereotypes or personal life circumstances.
2. Train managers. Educate leaders on unconscious bias and how it can influence assignments, reviews, and promotions.
3. Offer equitable flexibility. Ensure policies like remote work or parental leave are equally accessible to all employees, regardless of gender.
4. Communicate openly. Check in with employees about their goals and workload preferences. Don't assume; ask.
Creating a workplace where parents (and everyone else) thrive isn't just good for your team; it keeps you out of court. And that's a win-win.