 For all these reasons, women remain at a serious disadvantage both at work and at home (Williams 2010; Fineman &amp; Dougherty 2005; Roberts 2002; Okin 1995). In the workplace it has been noted that despite the many forms of discrimination described above, many women are able to progress quite well as long as they function as perfect workers (i.e. as men). These women also have the greatest legal resources to combat discrimination, which shows that the workplace has changed little and that the standard of evaluation is still male (Williams 2010; Fineman 2004; Estrich 2001). This precludes women from being mothers and still being treated as equals in the workplace. Many instances of discrimination appear to start when a woman becomes a mother, even if her work product has not changed. And many women find themselves in the double bind of being disliked and disapproved of as bad mothers or discounted and disrespected as uncommitted workers. This has been identified as discrimination and is often legally actionable. Joan Williams (2001) has called this additional barrier the “maternal wall” and adds it to the glass ceiling as a form of illegal discrimination. But it remains difficult to prove and difficult to counteract. Feminist philosophers of law have offered a variety of proposals for counteracting it (Allen 2005; Fineman 2004; Estrich 2001; Williams 2001; Rhode 1997). Some societies handle the coordination of family and work better than others, and some progress has been made in some places; but the burdens of domestic labor in the private sphere remain greatly undervalued and largely invisible, and the stereotype of the domestic and nurturing mother is deeply entrenched.