On September 22, 2020, President Donald Trump signed an executive order titled “Executive Order on Combating Race and Sex Stereotyping.” The executive order follows a September 4, 2020, memorandum from Russell Vought, director of the Office of Management and Budget, and introduces requirements for government contractors conducting diversity and inclusion
Articles Discussing Race Discrimination Under Title VII Of The Civil Rights Act Of 1964.
White House ‘Combating Race and Sex Stereotyping’ Executive Order Limits Training
The “Executive Order on Combating Race and Sex Stereotyping” (EO) covers government contractors and certain grant recipients and seeks to severely limit and curtail the diversity and inclusion, sexual harassment, and related equal employment opportunity (EEO) training contractors and recipients are allowed to provide their employees.
New Executive Order Seeks to Regulate Diversity Training by Federal Contractors and Grant Recipients
On September 22, 2020, the White House released a new executive order, On Combating Race and Sex Stereotyping. Among other things, the order instructs government contracting agencies to add provisions to government contracts prohibiting the use of any workplace training “that inculcates in its employees any form of race
Addressing Race Discrimination Complaints in the Workplace
Following recent events, employers may experience an increase in the number of race discrimination complaints in the workplace. Many organisations in the United Kingdom, in the United States, and globally have made public statements to reinforce their commitment to racial equality.
Recognizing Juneteenth and Strengthening Company Culture: Tips for Employers
Several prominent companies across the nation recently announced that they would observe Juneteenth as a holiday. This new trend of observing Juneteenth comes in the wake of several weeks of protests across the world advocating for an end to racial injustice and police brutality. These protests have generated discourse across
Facebook Settles Claims Alleging Discriminatory Ad Targeting
On March 19, 2019, Facebook settled several lawsuits brought by the American Civil Liberties Union (ACLU), the Communications Workers of America, and various housing groups related to the placement of employment advertisements on Facebook’s website aimed at selected users based on their age or gender.
The “People of Color” Label: Is It Time To Move The Needle (Again)?
Cindy-Ann Thomas and her guests Littler Shareholder Allan King, and author and historian Carroll “C.R.” Gibbs provide a multi-faceted examination of the label “People of Color.” In this podcast, Cindy-Ann, Allan, and C.R. address the following, head-on:
Isolated Racial Slur Triggers Hostile Work Environment Claim
One strike, you’re out?
Case Alleging That Hair Follicle Drug Testing Has Disparate Impact on African-Americans Allowed To Proceed
A municipal employer that conducted hair follicle drug testing on police officers was not entitled to summary judgment on a Title VII disparate impact claim, because a reasonable jury could conclude that an alternative to hair follicle drug testing would have met the employer’s legitimate needs, according to the United States Court of Appeals for the First Circuit.
Broadway’s ‘Hamilton’ Casting Call Ad Runs Afoul of Discrimination Laws
Recent publicity surrounding a casting call for the Broadway musical “Hamilton” should remind employers of the danger of using discriminatory criteria in job ads.
Second Circuit Upholds Summary Judgment for Employer Dismissing Claims of Race and National Origin Discrimination and Retaliation
On Tuesday, February 17, 2015, the Second Circuit upheld Judge Margo K. Brodie’s grant of summary judgment to Owens and Minor Distribution, Inc. (O&M) in a race and national origin discrimination and retaliation case. The Second Circuit agreed with the Eastern District of New York’s decision that O&M, a distributor of medical and surgical supplies, presented a legitimate non-discriminatory and non-retaliatory reason for terminating Mr. Joseph. In its well-reasoned decision, the district court provided a helpful reminder in guiding employers through the employment cycle of an employee with performance difficulties.
Reversing Racial Discrimination Claims is Difficult, but Not Impossible
Despite the heightened scrutiny given to reverse racial discrimination claims, it is difficult but not impossible to prevail under the right circumstances.