#workplaceequality

However sexist the environment can be as a woman in banking - and it can be very sexist - life can be worse as a woman in banking recruitment and headhunting. Not only do female recruiters have to deal with potentially sexist male clients, but with a culture of casual sexism endemic at some recruitment firms themselves.

A recent case at a London employment tribunal has drawn attention to ongoing concerns within the recruitment industry. During proceedings, comments attributed to Oliver Harrington, founder of the search firm Harrington Moore, were read aloud in court. In private text messages, he was alleged to have written that “all the female headhunters that make money are bonkers,” and to have described a female competitor as a “dodgy old bird” who looked “like a mum and not like a headhunter.”

Allegations of sexism in financial services recruitment are not new. Several years ago, women working in the sector reported experiencing levels of sexism and harassment they described as significantly worse than those in banking. Some pointed to workplace cultures dominated by young male recruiters with strong personalities managing teams of younger women.

Speaking anonymously, one senior female headhunter described the alleged messages as reflective of “brash arrogance,” suggesting that such remarks often stem from professional insecurity. “Low-tier competitors will always try to undermine you,” she said, adding that strong competition should be acknowledged rather than disparaged.

Another senior woman at a separate search firm commented that sexism in parts of the recruitment industry can still be severe. She attributed some of the issues to the structure of smaller firms, which are often founded by young sales professionals and may foster what she described as a “rugby team culture.”

However sexist the environment can be as a woman in banking - and it can be very sexist - life can be worse as a woman in banking recruitment and headhunting. Not only do female recruiters have to deal with potentially sexist male clients, but with a culture of casual sexism endemic at some recruitment firms themselves.

A case at a London employment tribunal highlighted the issues last week. In comments that were read out in court, Oliver Harrington, founder of search firm Harrington Moore was accused of texting a colleague that, "All the female headhunters that make money are bonkers," and of describing one female rival as a "dodgy old bird," who looked "like a mum and not "like a headhunter."

Sexism in the financial services recruitment industry is nothing new. Eight years ago, women in recruitment told us they faced sexism and harassment "10,000 times worse" than in banking, as young male recruiters with "huge egos" managed teams of even younger women.

Speaking off the record, one senior female headhunter, said Harrington's texts, sent in private, were the "archetype of brash arrogance." "Low tier competitors will always try to undermine you," she added. "When my competitors are strong, I acknowledge that they're good. This is coming from a place of insecurity."

A senior woman at another search firm said sexism in the recruitment industry can still be "horrific" and that it's often the male recruiters who are to blame. "Unfortunately, most recruitment firms are small entities set up by young salesmen and they tend to develop a rugby team culture," she observed.

As sexist as the culture in banking can be for women — and it often is — the experience can be even harsher for women working in banking recruitment and headhunting. Female recruiters not only have to navigate potentially sexist male clients, but also contend with an ingrained culture of casual sexism that exists within some recruitment firms themselves.

A case at a London employment tribunal highlighted the issues last week. In comments that were read out in court, Oliver Harrington, founder of search firm Harrington Moore was accused of texting a colleague that, "All the female headhunters that make money are bonkers," and of describing one female rival as a "dodgy old bird," who looked "like a mum and not "like a headhunter."

Sexism in the financial services recruitment industry is nothing new. Eight years ago, women in recruitment told us they faced sexism and harassment "10,000 times worse" than in banking, as young male recruiters with "huge egos" managed teams of even younger women.

Speaking off the record, one senior female headhunter, said Harrington's texts, sent in private, were the "archetype of brash arrogance." "Low tier competitors will always try to undermine you," she added. "When my competitors are strong, I acknowledge that they're good. This is coming from a place of insecurity."

A senior woman at another search firm said sexism in the recruitment industry can still be "horrific" and that it's often the male recruiters who are to blame. "Unfortunately, most recruitment firms are small entities set up by young salesmen and they tend to develop a rugby team culture," she observed.

As sexist as the culture in banking can be for women — and it often is — the experience can be even harsher for women working in banking recruitment and headhunting. Female recruiters not only have to navigate potentially sexist male clients, but also contend with an ingrained culture of casual sexism that exists within some recruitment firms themselves.

A case at a London employment tribunal highlighted the issues last week. In comments that were read out in court, Oliver Harrington, founder of search firm Harrington Moore was accused of texting a colleague that, "All the female headhunters that make money are bonkers," and of describing one female rival as a "dodgy old bird," who looked "like a mum and not "like a headhunter."

Sexism in the financial services recruitment industry is nothing new. Eight years ago, women in recruitment told us they faced sexism and harassment "10,000 times worse" than in banking, as young male recruiters with "huge egos" managed teams of even younger women.

Speaking off the record, one senior female headhunter, said Harrington's texts, sent in private, were the "archetype of brash arrogance." "Low tier competitors will always try to undermine you," she added. "When my competitors are strong, I acknowledge that they're good. This is coming from a place of insecurity."

A senior woman at another search firm said sexism in the recruitment industry can still be "horrific" and that it's often the male recruiters who are to blame. "Unfortunately, most recruitment firms are small entities set up by young salesmen and they tend to develop a rugby team culture," she observed.

Pregnancy should be a time of anticipation and excitement—not fear about job security or unfair treatment at work. Yet, many New Jersey employees face discrimination due to pregnancy, childbirth, or related medical conditions. Whether you're denied a promotion, forced onto unpaid leave, or even terminated after announcing a pregnancy, this behavior is illegal under both state and federal law.

If you suspect you're being treated unfairly because of pregnancy, it’s essential to understand your rights under the New Jersey Law Against Discrimination (NJLAD) and the federal Pregnancy Discrimination Act (PDA).

What Is Pregnancy Discrimination?

Pregnancy discrimination occurs when an employer treats an employee or job applicant unfavorably because of pregnancy, childbirth, or a related medical condition. Examples of such discrimination include:

Denying reasonable accommodations like more frequent breaks or modified tasks

Demoting or firing an employee after learning of a pregnancy

Refusing to hire someone because they are pregnant or may become pregnant

Excluding an employee from assignments or advancement opportunities

Failing to reinstate an employee to their job after maternity leave

Under NJLAD, pregnant workers are entitled to the same rights and benefits as those with other temporary medical conditions.

Reasonable Accommodations for Pregnant Employees

New Jersey employers are required to provide reasonable accommodations for pregnancy-related needs, such as:

More frequent bathroom breaks

Rest breaks or seating during long shifts

Temporary job reassignment away from hazardous tasks

Flexible scheduling for prenatal care appointments

Employers must engage in an interactive process with the employee to determine appropriate accommodations—unless doing so would impose an undue hardship on the business.

Maternity Leave Rights in New Jersey

In addition to anti-discrimination protections, pregnant employees in New Jersey may be eligible for:

Family Leave under NJFLA: Up to 12 weeks of job-protected leave to bond with a newborn

Temporary Disability Insurance (TDI): Partial wage replacement during pregnancy-related disability

Family Leave Insurance (FLI): Paid time off to care for a newborn or newly adopted child

These benefits ensure that employees can take necessary time away from work without sacrificing job security or financial stability.

What to Do If You're Facing Pregnancy Discrimination

If your employer has treated you unfairly due to pregnancy, take the following steps:

Document everything: Keep detailed records of comments, actions, and decisions related to your pregnancy

Make a formal request for accommodations: Submit your needs in writing to HR or a supervisor

Report the issue internally: Use your company’s grievance process to notify management

Seek legal advice: An experienced employment attorney can help you understand your rights and file a claim if necessary

Available Remedies for Discrimination

If your claim is successful, you may be entitled to:

Reinstatement or promotion

Back pay and lost benefits

Compensation for emotional distress

Punitive damages for egregious violations

Legal costs and attorney’s fees

Support for New Jersey Workers

NJ Employment Lawyers, LLC is committed to protecting pregnant employees across the state. If you’ve been mistreated or denied your rights, we can help you file a claim, negotiate with your employer, and pursue justice for the harm you’ve endured.

Conclusion

Pregnancy should never be a reason for job loss, reduced hours, or denied opportunities. If you're experiencing discrimination at work due to pregnancy or related conditions, take a stand. With legal support and a clear understanding of your rights, you can defend your career and your future.

Contact Information NJ Employment Lawyers, LLC 101 Eisenhower Pkwy #300 Roseland, NJ 07068 (973) 358-7027