It’s great to see that the E.E.O.C. is paying attention to structural discrimination and enforcing change to push back against it. You can read the full article by the New York Times here.
Recognizing de facto discrimination and the implications it has on society is the first step to structuring your policy to protect not only your employees, but also your organization from discrimination lawsuits.
Whether we like it or not, we all have inherent preferences for a certain kind of people based on anything ranging from race, age, sex, appearance, religion, etc. If you disagree I recommend you take Harvard’s Implicit Association Test to see where your preferences lay. Don’t worry about anyone seeing the results either; the test is completely anonymous.
Related articles
- Transgender Workers Now a Protected Class, EEOC Rules (blogs.findlaw.com)
- EEOC Ruling Opens Doors to Employment Protection for Transgender People (towleroad.com)
- EEOC Ruling: Trans Discrimination Violates Title VII (bilerico.com)
- EEOC Rules Transgender People Protected by Gender Discrimination Laws (jdjournal.com)
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