Sex and Pregnancy Discrimination Is Up 13x — What Women Must Know in 2025

Sex and pregnancy discrimination is up 13x, according to the latest 2024 EEOC data—and Black and Latina women are bearing the brunt. With the first full year of the Pregnant Workers Fairness Act (PWFA) enforcement, the number of pregnancy discrimination charges skyrocketed from just 188 in 2023 to 2,729 in 2024. Combined with the ongoing rise in sex-based workplace discrimination (up to 26,872 claims), this signals a sharp warning for 2025.

At BNX, we believe this data isn’t just a red flag—it’s a call to action. Black and Non-White women professionals must understand the rights they now have, the risks they still face, and how to protect themselves in this evolving workplace climate.

1. Why the Surge in Sex and Pregnancy Discrimination?

The spike in pregnancy-related charges is directly linked to the implementation of the PWFA, which officially took effect in mid-2023. For the first time, employers are federally required to provide reasonable accommodations for pregnancy-related conditions—similar to those required under disability law.

This means:

• Modified work schedules
• More frequent breaks
• Temporary reassignments
• Remote work options in some cases

Yet many employers either don’t understand or refuse to comply with the law. This confusion has led to more women—particularly women of color—filing complaints.

In addition, broader sex discrimination persists in:

• Hiring and promotions
• Pay equity gaps
• Sexual harassment
• Retaliation for reporting gender-based mistreatment

The systemic nature of these challenges makes the 2024 numbers not just unsurprising—but overdue.

2. Why Black and Latina Women Are Hit Hardest

For BNX women, discrimination is rarely just about one category. It’s often intersectional—combining race, gender, and sometimes age or disability.

Here’s what that looks like:

• Being denied accommodations for pregnancy due to assumptions about reliability or work ethic
• Facing retaliation after requesting flexible schedules or maternity leave
• Being passed over for leadership roles because of stereotypes about commitment or motherhood
• Underreporting incidents due to fear of further bias or retaliation

The numbers are growing because more women are stepping forward—but that doesn’t mean the risks have disappeared.

3. Legal Rights Under the PWFA and Title VII

Understanding your legal protections is crucial:

• PWFA (2023-present): Requires employers with 15+ employees to offer reasonable accommodations for pregnancy-related limitations.
• Title VII of the Civil Rights Act: Prohibits discrimination on the basis of sex, including pregnancy, childbirth, and related conditions.
• PDA (Pregnancy Discrimination Act): Clarifies that sex discrimination includes pregnancy discrimination.

What You Can Do:

• Make accommodation requests in writing
• Document responses from management or HR
• Report violations to the EEOC within 180 days
• Consult a workplace rights attorney if retaliation occurs

4. How to Advocate for Yourself at Work

BNX encourages women to be empowered, informed, and strategic. Here’s how to stand up for your rights without sacrificing your career:

Know Your Company Policies

Understand what your employee handbook says about parental leave, health accommodations, and flexible work.

Build an Ally Network

Find mentors, ERG members, or colleagues who can support and witness your conversations.

Keep Records

Save emails, take notes after meetings, and log discriminatory incidents or denied accommodations.

Set Boundaries and Expectations

Be clear, assertive, and professional about your needs—whether it’s a modified schedule or protections against bias.

5. The Role Employers Must Play

The numbers don’t lie—companies need to do better. If 2025 is going to look any different, employers must:

• Train managers on the PWFA and sex discrimination law
• Audit promotion and pay structures for gender and racial bias
• Create safe, anonymous reporting channels
• Invest in real DEI, not performative campaigns

Companies ignoring these responsibilities risk not only legal exposure but the erosion of trust from their most talented employees.

6. BNX: Empowering You Beyond the Data

BNX exists to uplift and advocate for Black and Non-White professionals. In the face of rising discrimination, we offer:

• Expert content on your workplace rights
• Access to legal and HR professionals
• Peer support and ERG collaboration strategies
• Stories from BNX women leaders who’ve overcome bias

This isn’t just a fight for fairness—it’s a movement for visibility, dignity, and power.

FAQs

Q: What is the Pregnant Workers Fairness Act (PWFA)?
A: The PWFA requires employers to offer reasonable accommodations to workers with pregnancy-related limitations, similar to disability laws.

Q: Does the PWFA apply to small businesses?
A: The law applies to employers with 15 or more employees. However, some states have stricter local laws that may apply even in smaller companies.

Q: Can I be fired for asking for pregnancy accommodations?
A: No. Retaliation for requesting a lawful accommodation is illegal. If it happens, you can file a complaint with the EEOC.

Q: What if I face both race and sex discrimination?
A: Intersectional discrimination can be included in your EEOC complaint. Be specific and include as much detail and documentation as possible.

Q: How can BNX help if I’m experiencing discrimination?
A: BNX offers resources, support networks, insights, and a platform to share your story and access professional help.

Final Thoughts:

Sex and pregnancy discrimination is rising—but so is awareness, empowerment, and resistance. For every statistic, there’s a real woman demanding better. In 2025, let that woman be you. Know your rights, use your voice, and let BNX support you every step of the way.