In one of its most important and far-reaching employment decisions, Bostock v. Clayton County, Georgia, the Supreme Court of the United States held that Title VII’s “because of sex” language forbids discrimination in employment against transgender and gay individuals. Not since Obergefell v. Hodges has the LGBTQ community celebrated a decision of this magnitude. Not to mention, this decision is the first significant victory for transgender rights in history. In the opinion, Justice Gorsuch, a Trump appointee, unequivocally explains: The answer is clear. An employer who fires an individual for being homosexual or transgender fires that person for traits or

The New York City Commission on Human Rights inked a settlement with Prada this month that will have the company investing significant human capital and resources in programs directed at diversity and inclusion. Is this settlement, which addresses the impact of racially tone-deaf expression, just the beginning of a new trend? Over a year after Prada marketed its “Pradamalia” campaign—featuring a figurine of a monkey that resembled blackface—the company entered into an agreement obligating it to take key measures to combat racism within not only its ranks but also the wider community.  Check out the New York Times article for

On January 24, 2020, the EEOC released data on its 2019 charge filings.[1]  The EEOC reported that the total number of charges filed in 2019 declined by 4.8% (from 76,418 in 2018 to 72,675 in 2019).  Retaliation claims continued to predominate, with 53.8% percent of charges including allegations of retaliation.  Disability, race, and sex discrimination (including harassment) claims each accounted for slightly over 30% of total charges. The EEOC’s 2019 charge statistics mirror the perceptions of respondents to a recent study conducted by DOAR.  Respondents to the study perceived racial discrimination as most prevalent, followed very closely by sex discrimination.