In a recent blog post, on Hamilton & Griffin on Rights, Outten & Golden LLP associate Nina Frank discusses recent studies which have found that anti-bias training and sexual harassment awareness training can not only be ineffective, but can actually backfire, resulting in defensiveness and a solidification of discriminatory beliefs. Mindfulness - and mindfulness meditation - should be taken seriously as a tool to combat our knee-jerk reactions to being confronted with our own privilege. Mindfulness can guard against the tendency to become defensive or guilt-ridden, two automatic reactions that can derail meaningful discourse and progressive change.
In a move fitting of her determined "House of Cards" character, actress Robin Wright demanded that she be paid the same salary as her co-star Kevin Spacey - or else she would go public with news of the disparity. Ms. Wright revealed the details of her ultimatum during a Rockefeller foundation event on Tuesday, later reported by the Huffington Post.
Ban the Box legislation is an incredibly important tool in fighting black underemployment by removing employers' ability to use criminal history as a proxy for discrimination. However, it only attacks a symptom of the problem of race discrimination in hiring: criminal history is not the only way that employers use "race-neutral" criteria a proxy to discriminate against black job seekers. A holistic approach that acknowledges the omnipresent role that the black criminality myth continues to play in employment discrimination - and daily life in general - is necessary.
Outten & Golden LLP associate Nina Frank discusses the ways women are blamed and marginalized at work for everything from the way they talk to the way they dress. Ms. Frank suggests that women are harassed, ignored, and underpaid not because of any action or omission on their part, but as a result of a sexist system that touts its progress but has not initiated much meaningful change. For the full text of the article, click here.
On April 1st, the EEOC issued a groundbreaking ruling that found that the Army discriminated against a transgender civilian employee by denying her access to the women's restroom and created a hostile work environment by allowing a supervisor to intentionally misuse her former name and male pronouns.
Effective January 1, 2015 the pregnancy discrimination and accommodation amendments to the Illinois Human Rights Act (IHRA) became law, requiring many employers in the state to update or change their policies with respect to expecting and new mothers in the workplace.
Should a pregnant employee be treated the same as a non-pregnant employee with a similar work limitation? The Supreme Court will hear argument on that simple yet hotly contested question on December 3, 2014 in Young v. United Parcel Service, Inc., on appeal from the Fourth Circuit. 707 F.3d 437, 441 (4th Cir. 2013).
New York City is poised to protect the unemployed from discrimination. Recently, the New York City Council passed a law that would prohibit employers from discriminating against applicants because they are currently unemployed.
A recent lawsuit filed in California state court against The Oprah Winfrey Network sheds light on pregnancy and leave discrimination issues in the workplace.
A recent decision involving a Title VII disparate impact claim obtained by Outten & Golden from the District Court of Connecticut is gaining increasing attention from employment lawyers attempting to overcome challenges to class certification. The decision distinguishes the Supreme Court decision of Wal-Mart Stores, Inc. v. Dukes, and also highlights the continued importance of Second Circuit precedent in employment class actions brought under Title VII.