EEOC v. Bloomberg L.P.

The Equal Employment Opportunity Commission (EEOC) (plaintiff) brought a class-action lawsuit against Bloomberg L.P. (defendant), alleging that Bloomberg had engaged in a pattern or practice of discriminating against employees based on sex or pregnancy. Specifically, the EEOC asserted that Bloomberg had stereotyped, demoted, and reduced the pay and responsibilities of pregnant women or mothers. According to the EEOC, of the 603 Bloomberg employees who were pregnant or on maternity leave during the six-year class period alleged by the EEOC, 77 women allegedly had their compensation decreased by Bloomberg due to pregnancy, and 49 women were demoted due to pregnancy. The EEOC further alleged that some pregnant women felt isolated or were excluded from meetings. Bloomberg was known for setting very high, work-focused standards for its employees. For instance, Bloomberg’s Code of Standards for employees explicitly stated that Bloomberg must be employees’ “first obligation.” As a result, employees struggled to maintain work-life balance and work-family balance. However, Bloomberg presented an expert report with statistical evidence indicating that women who took maternity leave during the class period alleged by the EEOC fared better with respect to intended compensation than other Bloomberg employees who took other types of leave for similar amounts of time during the same period. The EEOC did not present any statistical evidence rebutting the expert’s analysis. Bloomberg moved for summary judgment on the EEOC’s pattern-or-practice claim.