Masser and colleagues (2007) found that pregnant women were recommended less frequently for hiring and received offers of lower starting salaries than others in the same positions. The Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act of 1964 to clarify that discrimination on the basis of pregnancy was illegal, and employers are required to treat women who are pregnant comparably with others (Siegel, 1985). This amended act requires employers not only to treat pregnant women fairly but also to accommodate pregnancy without loss of employment, giving women reproductive rights in the workplace context. When employers discriminate against pregnant women, they affirm social gender roles that expect women are maternal and their “proper sphere” is domestic (p. 952). Even though illegal, some argue that when women experience pregnancy-based exclusion from the workforce (i.e., maternity leave), they are choosing to disrupt their labor force participation and thus should expect to be paid less and should experience a slower professional advancement track.