This transcript is automatically generated
At FaceBook big wake sparking a real it back less seat most Sheryl Sandberg -- -- saying employers.
Should be able to ask female workers or even job candidates.
If they're planning to get pregnant her Mercedes car -- -- -- them whether this is flat discrimination.
We're just good business Mercedes first you.
This this is unbelievable.
And read the in every state and every agency there's anti discrimination laws and they they what they do they -- employers analyst.
Rulers and call for them that these are unlawful inquiries asking someone if they're going to get pregnant asking them if they have children.
-- that they have if they have plans for their babies if they come along is not lawful so long again fit a surprise if she did that's.
I mean there's really no justification for a because in fact that a woman's pregnant fact that a woman has children nothing to do with a she can do the -- -- and a.
And they what are nick about that he -- Sheryl Sandburg could be breaking a law.
Right well I think her point was in her opinion that shouldn't be the way the life is and I think.
-- -- we take a step back obviously it's a sensitive issue we think really see both sides because.
At the end of the day this is a business decision about who to hire and there may -- initial costs especially when a woman as.
Bearing a child visiting the doctor.
Li I am not business decision how instead of businesses and how can you say it's a candidate well by the way.
You're pregnant you're gonna have children you're going to be able to do the job and unlike the fact -- -- -- -- -- -- -- is committed you're not been able to -- over time you're not be able to really do everything that I -- have you.
How if that's possible -- an employer.
In good faith with all the -- discriminate -- Say that it doesn't pass Muster.
And those employers the duet be aware that lots of plaintiffs' lawyers out there and they want their money in they'll collect the cash if that's a -- -- your bits go ahead have a.
Well let me finish my point EC -- a business decision is deciding.
-- woman a woman beaten and Amy NB and all of those people present different marketable skills different levels of education.
And different plans for the future -- at the end of the day you know we look at this -- 30000 foot view women are gaining economic power women are entering the workforce in a remarkable numbers.
Women are more than 50% of college graduates and so they do have a lot of value to employers and I think the important takeaways -- Smart employers will find ways to accommodate.
Slim women have a constant idea I think having them -- -- -- -- says let -- make that make it clear for the -- what you're saying.
Are you saying that already companies are weighing in the balance whether or not the job protecting you know -- higher re.
The first -- wanna hire could be getting pregnant but they're just not saying it cannot verbalize it is that we say that it's already going on -- the work.
-- that may be the case -- and many instances for example Yahoo! hired any CEO Marissa Mayer when she was clearly pregnant about.
55 or six months pregnant so this is an instance where they said look the cost the initial costs of hiring -- -- are going to be words that given the value that she's gonna bring about.
-- -- -- Hussein is it paid by the way I'm I think employer should be asking these questions that's not lawful.
You can't make -- of -- cores and make a decision based on that particular question because.
What the Fed to do with whether they can do the job what -- that -- do with a they have the experience -- whether they can accomplish whatever the the goals are of that particular -- Nothing but what does this -- -- -- in the right here having a child you can't work here that's.
Discriminatory act I think that's a choice that's at least of the individual employer you know -- he believes that.
A woman is pregnant as the best person for the job he's gonna hire her regardless if there's another player who decides that he doesn't want to deal with the complications of having a woman on staff is going to be having a baby seen Hamlet and that.
They've also that he -- there's no -- so -- thing happening -- sales -- point is that she -- changed a -- much bigger if -- weren't -- any of this state -- they're referring to -- federal -- or below its could be both because there is their gender their gender along and federal it's and the also could be state actually some -- in -- say if you have children your protected.
There's so many longs that can be implicated by an employer coming forward and making the decision to ask those questions -- do you think I Sheryl Sandburg.
FaceBook comes out maybe next few weeks -- -- -- -- And -- tracks what she I'm sure the easy McCain was calling -- say why are you saying this isn't locked car.
Take back what you said or at least -- explain it but you need to do some PR work -- -- to go ahead this it.
Right remember -- with competing for.
God by not doing so as.
Team women against team men this is out on an individual basis and -- are some women.
Who are making in the choice to dedicate 100%.
Of their energy and their resources towards their -- -- other women who wants -- better work life balance and I think it individuals we ought to be free -- -- -- negotiate those kind of terms of -- employers it's not something that.
We super -- a one size fits all standard for -- that idea yeah.
My feeling re lawyer Shawn nothing's -- -- those decisions based on that note why -- why we make a judgment call the woman comes in pregnant and I actually was interviewed pregnant.
For one of the jobs that I had I was hired they want to really like fully let that employer can make that decision but that's not the fact what if I came in and wasn't selling.
I wasn't -- and I disclosed that where I came in I was pregnant didn't disclose it.
-- -- -- -- -- -- I don't know whoever the -- you know I'm not I don't at NASA NASA are you pregnant I'm not pregnant it made it going to take effect diet what about back up up up.
Well my point is employers Smart employers will look at you according to the skill set that you have to offer what you have to offer and that that secular position.
It shouldn't have to do with whether or not your pregnant but let's be realistic those.
Of individual staff people do you have implications for a restaurant and not everybody using that state laws and federal laws -- they're out there should be overturned on this issue it should be -- -- an employer final word.
I think that as a very sensitive issue obviously sell Sandberg opinion is that those laws should be overturned I think they're worth a second look because at the end of the day as as I said.
Pregnancy doesn't care costs not just for individuals but for the firms that they -- are quickly Mercedes five seconds you get.
Final -- I'll I mean unbelievably if an employer makes seems that the decisions and actually says to I'm going to be asking these questions they -- really.
Skirting along the violated a law it's problematic -- call from -- Are about to -- those little tricky there at the end -- -- you've both been terrific very Smart and.