Politeness often does the opposite of intended: allowing the fungus of intolerance to creep and to grow and to bloom. You see: for people of color, the way one reacts to racism is tricky. We often do not have the privilege to call people out.
Can an employee be fired from a job for not adhering to dress codes, not meeting makeup requirements, sporting tattoos or piercings, or for other personal qualities or forms of self-expression? Apparently, yes.
As we mourn the dead and remember the innocent lives taken by Williams, we also need to be careful not to let one man's drastic actions allow us to ignore those who speak out about racism, homophobia, and other types of bigotry.
The Pregnant Workers Fairness Act (H 1769) would prohibit an employer to deny reasonable accommodations of a job applicant or employee related to pregnancy, childbirth, or related conditions if the employee or applicant so requests, unless the employer can demonstrate that the accommodation would impose an undue hardship.
Frequently and all too easily, the rights of people who are deaf get stripped away. Every day, deaf individuals attempting to interact with hearing authorities, emergency responders, or organizations are denied basic access to communication and, in some instances, their lives are put into jeopardy.
The Equal Employment Opportunity Commission received over 33,000 race discrimination claims nationwide in 2012 and again in 2013, an average of 92 claims a day. It is estimated that black Americans lose over $120 billion in wages each year do to labor market discrimination.
In nearly 80 countries, identifying with a minority sexual orientation is illegal. Only a small number of countries, fewer than 20 percent, have implemented employment anti-discrimination laws to protect gay and lesbian employees.
On Monday, Abercrombie & Fitch faced a major defeat in its interpretation of religious discrimination law and employees of faith, especially visibly religious minorities, breathed a collective sigh of relief.
Starting April 8, 2015, employers who do business with the federal government may not discriminate against applicants and employees on the basis of sexual orientation or gender identity.
"It's not 'P.C.' to say this, but..." Thank you for this helpful preface alerting me to the fact that I can spend the next 30 seconds fantasizing about "Star Trek" without missing anything important.
While the Gospel of Diversity is being preached in press conferences, public speeches, corporate workshops and seminars across the country, little attention is paid to the conflicting values and faulty assumptions implicit these discussions.
Currently, there is no U.S. federal law that adequately protects lesbian, gay, bisexual, and transgender (LGBT) workers from employment discrimination. But King has no plans to retire, at least not off the court.
Without a doubt, 2014 has been a busy year for the law on pregnancy discrimination, with the Supreme Court, federal courts, states and the media getting into the act.
The recent mid-term elections marked a blazingly clear reversal of fortune for the Democrat and Republican political agendas. What's less obvious is how the reverberations will affect the LGBT (lesbian, gay, bi-sexual and transgender) movement.
The Supreme Court won't tell us until next year whether it will limit a law intended to help pregnant women at work, but it gave some clues last week.
Workplace harassment is a particularly serious and growing phenomenon. Yet, in most countries, there is little awareness and even less so legal protection against it.