role—that of mother—as mutually incompatible with the occupational role." Similarly, lab experiments and audit studies found that a "motherhood penalty" exists that can negatively affect wages and performance evaluations. Moreover, negative views of mothers working may be expanded to non-mothers and even those who are unmarried because "all women [may be viewed] as potential mothers." This may be due to cultural assumptions that women will leave work when they have children, thus causing other workers and managers to view them as less committed, even if they have expressed that this is not their plan. The double bind here exists because even if women try to present themselves as serious workers, their role as mothers or their ability to become pregnant causes employers to treat them differently. As women are being judged by virtue of being female, institutional norms about what it means to be a good worker must be changed to remove the double bind experienced by women. Gay, lesbian, bisexual, and transgender workplace inequality Since the Stonewall riots of 1969, the visibility and acceptance of gay, lesbian, bisexual, and transgender (GLBT) employees in corporate America has steadily been on the rise; the first gay employee network appeared in 1978, and in 1991, the first Fortune 1000 company offered domestic-partner health benefits to its employees. Today, the majority of Fortune 500 companies offer both sexual orientation and gender identity protections, as well as domestic-partner health benefits. The rapid increase in queer workplace equality can be attributed to a number of factors, most notably isomorphism. Mimetic pressures, in which competing firms model the procedures of competitors, are especially visible in the adoption of domestic-partner benefits. For instance, after Wells Fargo and Bank of America adopted domestic-partner benefits in 1998, other banks, like Bankers Trust and Chase, soon followed voluntarily. These mimetic pressures are still visible today; in 2002, just two percent of Fortune 500 companies included gender identity in their non-discrimination policies, while in 2012, 57 percent of companies do so. Much like these mimetic pressures, normative isomorphism, which stems from the professionalization of a practice, also helped diffuse equitable benefits. A 1991 Forbes story, "Gay in Corporate America", "broke the longstanding silence of the business press regarding gay and lesbian issues", beginning an important trend; diversity consultants and human resource professionals concluded through the 1990s that "inclusion equals performance". Though much progress has been made in the area of same-sex