Between 1992 and 2007, pregnancy bias charges went up a whopping 65%, according to a recent study of EEOC data by the National Partnership for Women and Families.

For women of color, the numbers are even worse. Charges filed by minorities went up 76% in that time period.

Why? There’s no one answer, according to the study. More women are working now than in 1992, but the increase in charges has outpaced the number of women entering the workforce.

One explanation the Partnership gives is that companies and enforcement agencies haven’t focused on pregnancy issues as vigorously as they’ve targeted racial discrimination and other types of bias.

The group recommends increasing education for managers about their duties to accommodate pregnant employees.

Courts won’t always buy it.

In one recent case, an employee’s job was in danger because she failed to meet production quotas. The company told her she had 30 days to bring her work up to speed, or she’d be terminated.

During the probation period, the employee found out she was pregnant and scheduled maternity leave.

The request was approved, but it didn’t matter — after the 30 days, her performance was still sub-par, so she was fired.

She sued, claiming it was because she asked for the leave.

Who won?

The court threw out the case, ruling the pregnancy had nothing to do with the termination.

The improvement plan was well documented and put in place before the woman even knew she was pregnant. The company wasn’t discriminating — it was just following through with the plan that was laid out for the employee.

Cite: Spector v. U.S. Bank National Association