evidence: Research indicates that mothers experience higher levels of discrimination across different employment settings, both formally (e.g., in pay, hiring, and promotion opportunities) and interpersonally (e.g., incivility, hostility), as compared to fathers, men without children, and women without children (Budig & England, 2001; Budig & Hodges, 2010; Correll et al., 2007; Hebl et al., 2007; Heilman & Okimoto, 2008). The obstacles that mothers face at work are often referred to as the "maternal wall," which is a metaphoric impediment to working women’s success once they have children (Barnett, 2004; Williams, 2001). As approximately 80–90% of women will become mothers during their lifetime (Johnson, 2008; Taylor et al., 2010), and a majority (70%) of mothers who have children under 18 are employed (US Bureau of Labor Statistics, 2019), there are widespread social and economic implications to the workplace discrimination that mothers face. [...] Practically, our findings suggest that organizations, especially hiring managers, should increase their awareness of the subtle manifestations of discrimination against working mothers beyond formally documented decisions. Indeed, subtle negative treatment can have an equally deleterious impact on working mothers’ work and health outcomes (Jones et al., 2016) and may contribute to job withdrawal and turnover in the long term. Considering maternal turnover is costly and negatively impacts organizational diversity goals, it is crucial for employers to consider approaches to reduce subtle discrimination throughout the employee lifecycle, beginning with the hiring process.