The political environment, and the things politicians say, often alert us to attitudes and trends that may be of concern. For instance, most people will have seen that JD Vance chose to describe female leaders in the Democratic Party as “childless cat ladies.” Adding fuel to the fire, he described the childless as “more sociopathic” before backlash led him to backpedal, claiming that his cat lady remarks were intended as “sarcastic” or a “quip.” Needless to say, amusement was not universally shared, especially when Vance doubled down by adding that he has nothing against cats. 

While Vance’s “cat lady” comments occurred in a political context, it raises a question. Is there a need to guard against discrimination against the childless in other workplaces and professions? A 2022 study published by the Society for Human Resource Management (SHRM) indicates that there is cause for concern. This article examines the evidence and strives to provide actionable recommendations for creating an equitable workplace environment for both parents and the child-free.

Is There Evidence to Suggest Discrimination Against Childless Employees?

When considering bias against working parents vs childless workers, it should be remembered that parents, particularly female parents, experience discrimination in the workplace too. The unfortunate consensus is that having children can have negative effects on women’s careers. Apart from being less likely to get jobs, there’s evidence that motherhood can be part of the reason for the gender gap in remuneration: the so-called “motherhood penalty.” 

But remaining child-free doesn’t protect women from workplace bias, it just takes on different forms, and there are studies to support this point of view. A survey of over 900 people (80% of whom were parents) indicates that child-free employees, particularly women, may experience discrimination at work. Here’s a summary of the issues they may face. 

Invasive Questions

Deciding whether or not to start a family is a very personal choice – if it’s a choice at all. Asking women why they don’t have children amounts to prying and can be very hurtful to those who would like to have children but can’t. It might seem that most people would see questioning women about childlessness as unprofessional and invasive. However, 65% of survey respondents felt that it would be acceptable.

Negative Stereotyping

Numerous studies have shown that negative stereotypes are often applied to the childless. They are frequently seen as being more selfish and career-obsessed, less warm and responsible, and there’s a belief that childless women, in particular, are unfulfilled and face a lifetime of regret. These negative stereotypes may impact career progression since childless people are seen as less trustworthy overall.

Expectations to Cover for Colleagues

In the study SHRM published, 85% of respondents agreed that parents received preferential treatment when requesting leave or time off. 74% felt that having a greater expectation for child-free employees to work extra hours was acceptable. And, when employees take time off, these two points come together with the child-free often being expected to cover for colleagues with parental responsibilities. 

Less Flexibility Compared to Parents

Companies often see child-free employees as having more free time on their hands. As a result, they are often less likely to be open to flexible working arrangements for the childless. There’s some evidence that people with family care responsibilities are more likely to request flexible arrangements, but it’s equally possible that child-free employees are seen as less eligible and are therefore hesitant to ask for flexibility. 

Childlessness and Discrimination at Work: Additional Published Findings

The survey findings published by SHRM shed additional light on the possible effects of discrimination against childless employees. In the survey of over 900 people:

• 72% say they’ve noticed discrimination against child-free people in the workplace.
• 74% say that parents receive better treatment than child-free employees.
• 49% said that parents were more likely to be promoted while only 24 percent were of the opinion that the child-free experienced this advantage.
• 53% felt that people with children had the greatest chance of getting a pay rise.
• 85% agreed that parents received preferential treatment when requesting time off.
• 87% agreed that parents had access to better employment benefits.

Are Childless Employees Protected by Anti-Discrimination Legislation?

Although there are no explicit protections for childless employees in law, there are several areas in which protection is implied. For example, if a woman is discriminated against because she is childless, this could be seen as a gender discrimination issue. 

In some jurisdictions there are laws protecting people from discrimination based on family status and structure. These could be applied to childless individuals too. 

There are also laws to protect people against harassment, including verbal harassment, in the workplace. If a person is regularly facing taunts like “childless cat lady,” they can take legal action after attempting resolution through internal channels.  

Creating an Equitable Environment for Both Working Parents and Childless Employees

Recognize the Needs of Both Parents and the Childfree

Should parents be granted easier access to time off because of their family responsibilities? It’s certainly true that most people would understand the need for parents to be present for their children when their support is needed. 

At the same time, requests for time away from work on the part of childless employees may be of equal personal importance. And, of course, everybody needs a healthy work-life balance regardless of their home or family situation. 

Be Aware That Most People Support Fairness

Most people support equality at work. The same survey from which many of our figures are drawn concludes that:

• 92% of people believe that all employees should have equal access to flexible working hours regardless of family status.
• 87% say that employers should have similar performance-based expectations for all employees.
• 85% feel that employers should treat people occupying similar roles equally.
• 84% say that everybody should have equal access to time off. 

Create and Follow Clear, Transparent Policies and Procedures

Create even-handed policies and transparent procedures that apply to all workers. HR policies define organizational culture, and will have a strong impact on perceptions of fairness. They should cover criteria for allocating rewards, recognition, professional advancement, flexible working hours, overtime, and time off. As a simple example, leave can be allocated on a first-come-first-served basis.

Promote Diversity and Acceptance of Differences Throughout Employee Journeys

Foster a culture of mutual respect in which individual differences are celebrated rather than stigmatized.  As an employer, guarding against discrimination of any kind begins with hiring processes and continues throughout your employees’ work life in your organization. Begin by using Broadbean’s recruitment tools for employers, or post on our network of diversity job boards to start your journey to creating an inclusive and equitable workplace for everyone.