evidence: Working mothers face different sets of challenges with regards to social identity, stigmatization, and discrimination within each stage of the employment cycle, from differential hiring practices, unequal career advancement opportunities, ineffective retention efforts, and inaccessible work-family supportive policies (Jones et al. in The Psychology for Business Success. Praeger, Westport, CT, 2013). Not only do these inequalities have negative effects on women, but they can also have a detrimental impact on organizations as a whole. In this chapter, we review several theoretical and empirical studies pertaining to the challenges faced by women throughout their work-motherhood transitions. We then offer strategies that organizations, mothers, and allies can use to effectively improve the workplace experiences of pregnant women and mothers. This chapter will specifically contribute to the existing literature by drawing on identity management and ally research from other domains to suggest additional strategies that female targets and supportive coworkers can engage into help remediate these negative workplace outcomes. Finally, we highlight future research directions aimed at testing the effectiveness of these and other remediation strategies, as well as the methodological challenges and solutions to those challenges associated with this important research domain. [...] King, E. B. (2008). The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe. Human Relations,61, 1677–1711. doi:10.1177/0018726708098082 [...] Williams, J. C., & Segal, N. (2004). Beyond the maternal wall: Relief for family caregivers who are discriminated against on the job. Harvard Women’s Law Journal,26, 77–162.