SingleMothers.us
Equal opportunity
Every role we recruit for is open to every qualified applicant, whoever they are and whatever their family looks like.
Our commitment
Every role we recruit for is open to every qualified applicant. We focus our outreach and support on single mothers and other single parents: they are who our guides are written for, and where we look first for candidates. We never tell employers to prefer or exclude anyone because of sex, marital status or family status, and we turn down any request to do so.
What it means in practice
For job seekers
You do not have to tell us whether you are single, married, a parent or anything else about your family to use our service. We ask about the hours you can keep, and anything more you share about your family is your choice.
For employers
We describe candidates by their skills, experience and available hours. We do not filter candidates by sex, marital status, family status or any other protected characteristic, and we will not pass on a request to do so.
In job details
Our role descriptions talk about the work and the schedule. They never say a role is only for mothers, or only for any other group.
The law
Title VII
Title VII of the Civil Rights Act of 1964 bars employment discrimination because of race, color, religion, sex or national origin, at employers with 15 or more employees. The EEOC treats sex as including pregnancy, childbirth or related conditions, transgender status and sexual orientation.
Caregivers
The EEOC’s guidance on workers with caregiving responsibilities says federal law does not ban discrimination against caregivers as such, but that in some circumstances it can be unlawful disparate treatment. Federal law does not cover parental status on its own, though some state and local laws do.
Questions about family
The EEOC warns that questions about marital status or number of children may violate Title VII if the answers are used to deny or limit employment opportunities.
Pregnancy and nursing
The Pregnant Workers Fairness Act, in effect since June 27, 2023, requires employers with 15 or more employees to make reasonable accommodations for known limitations related to pregnancy, childbirth or related conditions, unless that would cause undue hardship. Under the federal PUMP for Nursing Mothers Act, nursing employees get reasonable break time and a private place to pump, other than a bathroom, for one year after the child’s birth.
Raising a concern
If you think we, or an employer we introduced you to, treated you unfairly, tell us through the contact form and we will look into it. You can also contact the U.S. Equal Employment Opportunity Commission or your state’s civil rights agency.
Every role is open to you
Send us your hours and the work you do. What you tell us about your family is up to you.