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By what I think is coincidence, I came across many examples of design that have as part of their missions to help users either develop a stronger self-identity or display and reinforce the identity they have. I am a huge proponent of using identity resonance as a design tool, so I really enjoyed selecting a few good examples for this article.
That’s why the Lottie Doll looks, well, just like a typical nine-year-old girl. She doesn’t wear makeup, high heels or jewellery, she’s ethnically diverse with tactile hair and clothes, and she can stand on her own two feet. Lottie is feisty. She occasionally makes mistakes. She loves adventure and the outdoors. She has a wild imagination – just like a real child. Even her clothes are made to get dirty.
There is no law specifically mandating accommodation for pregnant workers. We have mandates for special demographic classes (gender, age, religion) and we have mandates for disabilities through the ADA. And we have mandates for conditions developed in the workplace under workers comp regulations. But not pregnancy. As long as pregnant workers are not given less accommodation or are discriminated against (you can’t have a workplace rule preventing pregnant women from doing a job), there is no law that a company has to give more.
If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered entity must treat her in the same way as it treats any other temporarily disabled employee. For example, the employer may have to provide light duty, alternative assignments, disability leave, or unpaid leave to pregnant employees if it does so for other temporarily disabled employees.