Discrimination At Workplace Quotes

Not only are women expected to weather sexual violence, intimate partner violence, workplace discrimination, institutional subordination, the expectation of free domestic labor, the blame for our own victimization, and all the subtler, invisible cuts that undermine us daily, we are not even allowed to be angry about it.

When I hear the phrase “Asians are next in line to be white,” I replace the word “white” with “disappear.” Asians are next in line to disappear. We are reputed to be so accomplished, and so law-abiding, we will disappear into this country’s amnesiac fog. We will not be the power but become absorbed by power, not share the power of whites but be stooges to a white ideology that exploited our ancestors. This country insists that our racial identity is beside the point, that it has nothing to do with being bullied, or passed over for promotion, or cut off every time we talk. Our race has nothing to do with this country, even, which is why we’re often listed as “Other” in polls and why we’re hard to find in racial breakdowns on reported rape or workplace discrimination or domestic abuse. It’s like being ghosted, I suppose, where, deprived of all social cues, I have no relational gauge for my own behavior. I ransack my mind for what I could have done, could have said. I stop trusting what I see, what I hear. My ego is in free fall while my superego is boundless, railing that my existence is not enough, never enough, so I become compulsive in my efforts to do better, be better, blindly following this country’s gospel of self-interest, proving my individual worth by expanding my net worth, until I vanish.

Great managers play favorites and spend most of their time with their most productive people. Not because they discriminate, but because they deserve the attention and have so much to teach you.

The code-of-ethics playlist: o Treat your colleagues, family, and friends with respect, dignity, fairness, and courtesy. o Pride yourself in the diversity of your experience and know that you have a lot to offer. o Commit to creating and supporting a world that is free of discrimination, harassment, and retaliation. o Have balance in your life and help others to do the same. o Invest in yourself, achieve ongoing enhancement of your skills, and continually upgrade your abilities. o Be approachable, listen carefully, and look people directly in the eyes when speaking. o Be involved, know what is expected from you, and let others know what is expected from them. o Recognize and acknowledge achievement. o Celebrate, relive, and communicate your successes on an ongoing basis.

The feminism of equality, of toughness, of anti-discrimination, has been overwhelmed by one of victimhood and demands for special treatment....At a certain point, when we demand an equal ratio of men to women in certain fields, what we’re criticizing is not “the system,” but the choices that women themselves are making.....let’s keep our eye on the question of equal opportunity and stop obsessing about equal outcomes, lest we find ourselves trying to cure society, not of sexism, but of free choice.

So where does that leave me? I like hosting the show....It’s become my identity. If that’s gone, where am I?

We were women in transition, raised in one era and coming of age in another, very different time...here we were, entering the workplace in the 1960s questioning--and often rejecting--many of the values we had been taught. We were the polite, perfectionist "good girls," who never showed our drive or our desires around men. Now we were becoming mad women, discovering and confronting our own ambitions, a quality praised in men but stigmatized--still--in women.

Controlling your mindset is one of the most powerful badass things you can do.

I don’t care how old you are—fifty, sixty, or seventy. Your value doesn’t diminish with each birthday.

Ambition doesn’t end on a particular birthday. Own it and live it.

Don’t be stingy with your praise and support of other women. What goes around comes around. It’s great karma.

Recognizing that you have a bias and blind spots is essential to personal growth.

Practically speaking, when more than 90 percent of women got married and divorce was rare, discrimination in favor of men at work meant discrimination in favor of their wives at home. When workplace discrimination worked in favor of women at home, no one called it sexism. Why? It was working for women. Only when discrimination switched from working for women to working against women (because more women were working) did it get called sexism. For example: During the years I was on the board of directors of the National Organization for Women in New York City, the most resistant audiences I ever faced in the process of doing corporate workshops on equality in the workplace were not male executives—they were the wives of male executives.

You now have more experience and wisdom than ever before. Age enhances your value.

We believe that we don’t have what it takes to compete, therefore we don’t compete.

Make it your mission to finish your career on your terms with a bang, not a whimper.

When did wrinkles become shameful and when did we start buying into all this bullshit?

Be proud of how you show up every day, feeling comfortable in your own skin, being your magnificent you.

In early 1970, Newsweek's editors decided that the new women's liberation movement deserved a cover story. There was one problem, however: there were no women to write the piece.

What a waste of time it is to be anxious and worried about aging instead of living.

When facing a crossroad about what to do next, you will always succeed if you pick a path that promotes your PURPOSE.

It’s long overdue that we expose this behavior and create environments where everyone feels safe and can be productive at work.

I think people don’t think I work, because I wear stilettos and look damn fine. But that’s discrimination against stilettos and against looking damn fine! And I object to this form of discrimination!

What led to our revolt? Why did our generation suddenly realize that our place in society was changing--and had to change? In part, we were carried by the social and political currents of our time...But even with the social winds in our sails and the women's movement behind us, each of us had to overcome deeply held values and traditional social strictures. The struggle was personally painful and professionally scary. What would happen to us? Would we win our case? Would we change the magazine? Or would we be punished? Who would succeed and who would not? And if our revolt failed, were our careers over--or were they over anyway? We knew that filing the suit legally protected us from being fired, but we didn't trust the editors not to find some way to do us in. Whatever happened, the immediate result is that it put us all on the line. "The night after the press conference I realized there was no turning back," said Lucy Howard. "Once I stepped up and said I wanted to be a writer, it was over. I wanted to change Newsweek, but everything was going to change.

There are many variables that have nothing to do with a person’s education, experience, or accomplishments that will significantly influence his or her standing for higher-level positions and opportunities for advancement.

Discrimination can be subtle but it undoubtedly exists in the workplace. Corporate culture can be sexist, classist, racist and ableist, and simply having representation without challenging the roots of the ‘isms’ will not get us very far

As I was editing this chapter, a survey of more than thirty-five hundred Australian surgeons revealed a culture rife with bullying, discrimination, and sexual harassment, against women especially (although men weren’t untouched either). To give you a flavor of professional life as a woman in this field, female trainees and junior surgeons “reported feeling obliged to give their supervisors sexual favours to keep their jobs”; endured flagrantly illegal hostility toward the notion of combining career with motherhood; contended with “boys’ clubs”; and experienced entrenched sexism at all levels and “a culture of fear and reprisal, with known bullies in senior positions seen as untouchable.”68 I came back to this chapter on the very day that news broke in the state of Victoria, Australia, where I live, of a Victorian Equal Opportunity and Human Rights Commission report revealing that sexual discrimination and harassment is also shockingly prevalent in the Victorian Police, which unlawfully failed to provide an equal and safe working environment.69 I understand that attempts to identify the psychological factors that underlie sex inequalities in the workplace are well-meaning. And, of course, we shouldn’t shy away from naming (supposedly) politically unpalatable causes of those inequalities. But when you consider the women who enter and persist in highly competitive and risky occupations like surgery and policing—despite the odds stacked against them by largely unfettered sex discrimination and harassment—casual scholarly suggestions that women are relatively few in number, particularly in the higher echelons, because they’re less geared to compete in the workplace, start to seem almost offensive. Testosterone

Judges routinely decided that workplace sexual harassment was a “personal” matter, or that it was discrimination not “on the basis of sex” but on the basis of something else, like being the sort of woman who didn’t want to have sex with her boss—a characteristic which, unlike sex, was not protected by anti-discrimination legislation.

When I hear the phrase “Asians are next in line to be white,” I replace the word “white” with “disappear.” Asians are next in line to disappear. We are reputed to be so accomplished, and so law-abiding, we will disappear into this country’s amnesiac fog. We will not be the power but become absorbed by power, not share the power of whites but be stooges to a white ideology that exploited our ancestors. This country insists that our racial identity is beside the point, that it has nothing to do with being bullied, or passed over for promotion, or cut off every time we talk. Our race has nothing to do with this country, even, which is why we’re often listed as “Other” in polls and why we’re hard to find in racial breakdowns on reported rape or workplace discrimination or domestic abuse.

If the U.S. government and nonprofit organizations, private corporations and university laboratories are going to dedicate money and time to the future, they also need to do so for the present. They need to fund accessible buses, schools, classrooms, movie theaters, restrooms, housing, and workplaces. They should support campaigns to end bullying, employment discrimination, social isolation, and the ongoing institutionalizing of disabled people with the same enthusiasm with which they implement cure research. I want money for accessible playgrounds, tree houses, and sandboxes so that wheelchair-using kids aren't left twiddling their thumbs in the present while they dream of running in the future. If we choose to wait for those always-just-around-the-corner cures, lavishing them with resources, energy, and media attention, we risk suspending our present-day lives.

The prevailing discriminatory practices during the sixties, whose targets were working people, women, and people of color, were atrocious. Thus, an enforceable race-based -- and later gender based -- affirmative action policy was the best possible compromise and concession. Progressives should view affirmative action as neither a major solution to poverty nor a sufficient means to equality. We should see it as primarily playing a negative role -- namely, to ensure that discriminatory practices against women and people of color are abated. Given the history of this country, it is a virtual certainty that without affirmative action, racial and sexual discrimination would return with a vengeance. Even if affirmative action fails significantly to reduce black poverty or contributes to the persistence of racist perceptions in the workplace, without affirmative action, black access to America's prosperity would be even more difficult to obtain and racism in the workplace would persist anyway.

A series of Supreme Court decisions in the last two decades struck down race-conscious measures to desegregate schools and workplaces. In City of Richmond v. J.A. Croson Co., decided in 1989, the Court ruled that the former capital of the Confederacy practiced reverse discrimination against whites by adopting a set-aside program to steer some of its construction dollars to minority-owned firms—“even when, without the program, less than one percent of construction contracts went to minorities in a city over 50 percent African American,” as legal scholar Ian Haney Lopez pointed out.

It was a familiar trick, I thought to myself, the kind of rhetorical sleight of hand that had become a staple of conservative pundits everywhere, whatever the issue: taking language once used by the disadvantaged to highlight a societal ill and turning it on its ear. The problem is no longer discrimination against people of color, the argument goes; it’s “reverse racism,” with minorities “playing the race card” to get an unfair advantage. The problem isn’t sexual harassment in the workplace; it’s humorless “feminazis” beating men over the head with their political correctness. The problem is not bankers using the market as their personal casino, or corporations suppressing wages by busting unions and offshoring jobs. It’s the lazy and shiftless, along with their liberal Washington allies, intent on mooching off the economy’s real “makers and the doers.

At a Male Allies Plenary Panel, a group of women engineers circulated hundreds of handmade bingo boards among attendees. Inside each square was a different indictment: Mentions his mother. Says “That would never happen in my company.” Wearables. Asserts another male executive’s heart is in the right place. Says feminist activism scares women away from tech. At the center of the board was a square that just said Pipeline. I had heard the pipeline argument, that there simply weren’t enough women and underrepresented minorities in STEM fields to fill open roles. Having been privy to the hiring process, I found it incredibly suspect. What’s the wearable thing, I asked an engineer sitting in my row. “Oh, you know,” she said, waving dismissively toward the stage, with its rainbow-lit scrim. “Smart bras. Tech jewelry. They’re the only kind of hardware these guys can imagine women caring about.” What would a smart bra even do? I wondered, touching the band of my dumb underwire. The male allies, all trim, white executives, took their seats and began offering wisdom on how to manage workplace discrimination. “The best thing you can do is excel,” said a VP at the search-engine giant whose well-publicized hobby was stratosphere jumping. “Just push through whatever boundaries you see in front of you, and be great.” Don’t get discouraged, another implored—just keep working hard. Throughout the theater, pencils scratched. “Speak up, and be confident,” said a third. “Speak up, and be heard.” Engineers tended to complexify things, the stratosphere jumper said—like pipelines. A woman in the audience slapped her pencil down. “Bingo!” she called out.

US trans activist Sam Dylan Finch lists 300+ "Unearned advantages" that cis people benefit from. These include being spared questions on how one has intercourse, being able to move freely around without being stared at, receiving competent healthcare, not being discriminated in the workplace, not being bombarded with articles about how many people of their gender are murdered, being allowed to wear clothes and uniforms which align with ones' gender, not being sexually objectified and potential partners knowing what their genitals look like and what to call them. Sound familiar? Finch has just described what most women go through on a daily basis. Receiving poorer healthcare due to ones' sex, being groped, subjected to sexual violence and inappropriate, probing questions, reading articles about how women are killed by their partners because they are women - this is unfortunately well known territory for us women. The text thus turns the very harassment and injustices the women's movement fought against into undeserved privileges. We should feel pleased that we are allowed to dress in alignment with our gender, despite us having done nothing to deserve it. We should be thankful that we are permitted to wear high heals and veils, since these 'align' with our gender. If we follow this analysis to its logical conclusion, even a girl who is genitally mutilated at nine and married off at twelve is a cis person and thereby privileged - her sexual partners know what they are to call her genitalia: CUNT! Similarly, a homosexual man in Saudi Arabia or Uganda would, according to this interpretation, be considered the 'normal, natural and healthy' - and privileged.

By the time he came around to shake hands at the conclusion of his speech, I’d been reduced to a twelve-year-old girl at a One Direction concert. I was shaking and nervous and sweating and seriously crushing. If it had been socially acceptable, I would’ve started screaming at the top of my lungs like the fangirl that I am. I tried to hold on to my politics. But Jacob, you have to remain critical. He still hasn’t issued an executive order banning workplace discrimination against LGBTQ Americans. Statistically, he hasn’t slowed deportations. You still disagree with some of this man’s foreign policy decisions. And you don’t like drone warfare. You must remain critical, my brain said. It is important. NAH FUCK THAT! screamed my heart and girlish libido, gossiping back and forth like stylists at a hair salon. Can you even believe how handsome he is? He is sooooo cute! Oh my God, is he looking at you right now? OH MY GOD JACOB HE’S LOOKING AT YOU! And he was. Before I knew what was happening, it was my turn to shake his hand and say hello. And in my panic, in my giddy schoolgirl glee, all I could muster, all I could manage to say at a gay party at the White House, was: “We’re from Duke, Mr. President! You like Duke Basketball don’t you?” “The Blue Devils are a great team!” he said back, smiling and shaking my hand before moving on. WHAT. Jacob. jacob jacob jacob. JACOB. You had ONE CHANCE to say something to the leader of the free world and all you could talk about was Duke Basketball, something you don’t even really like? I mean, you’ve barely gone to one basketball game, and even then it was only to sing the national anthem with your a cappella group. Why couldn’t you think of something better? How about, “Do you like my shoes, Mr. President?” Or maybe “Tell Michelle I’m her number one fan!” Literally anything would’ve been better than that.

But many of the injustices that young women face today are the same ones we fought against forty years ago. The discrimination may be subtler, but sexist attitudes still exist.

accommodate, within reason, the religious practices of workers and applicants unless they impose an “undue hardship” on the business. It is the latest in a line of Supreme Court cases that have elevated religious rights over secular interests, whether exercised by powerful corporations, government agencies or prison inmates. The majority opinion by Justice Antonin Scalia stressed two points that outline the role religion can have in the workplace. Employers must do more than handle religious practices in the same way they do secular ones, he wrote, because federal law gives faith-related expression “favored treatment, affirmatively obligating employers” to accommodate things they could otherwise refuse. Moreover, he wrote, an applicant or employee alleging religious discrimination doesn’t have to prove the employer was motivated by bias.

there’s no unemployment in the workplace of God. And no discrimination of any kind. You say yes to Him, He’ll use you. You say no, and He’ll find somebody else to do it—after giving you a jillion chances to say yes. He’s persistent. And patient.

On the cusp of the 1970s, as the space program approached its zenith, the civil rights movement—or rather many of the goals it had set out to achieve—were beginning to feel as if they were in a state of suspended animation. There were real and shining triumphs, certainly: the Civil Rights Act of 1964 and the Voting Rights Act of 1965 pried Jim Crow’s legal grip off the country’s workplaces, modes of transportation, public spaces, and voting box. But the economic and social mobility that had been held hostage by that legal discrimination remained stuck.

It’s time for women fifty and beyond to claim their workplace power.

Being a badass means owning who you are, owning your experience, your wisdom, your talent, your age.

Say it out loud: “I’m not done yet!” Own it. Live it.

The bottom line is that gendered ageism is a factor in our careers. There’s no denying it.

When you're fearful of aging, you don't step into your full power and potential.

Every aspect of job performance gets better as we age,” Peter Cappelli, the director of the Wharton Center for Human Resources, reported after he began to investigate the stereotypes that often surround older workers. “I thought the picture might be more mixed, but it isn’t. The juxtaposition between the superior performance of older workers and the discrimination against them in the workplace just really makes no sense.

Alice talked shit about people at work all the time, but she also seemed to thrive in the Hamilton Cooper male-dominated, bro-y workplace. She talked about dudes like they were himbos, which was hilarious to me. A lot of these guys hit on her when she first arrived, calling her "sexy girl" and "hot", not realizing she was Alice Lin, ballbuster and mankiller. With every jerk that winked, made kissy noises, or commented on how nice she looked, she launched into a tirade about women's rights, Asian American discrimination, and the company's harassment policies, making them shrivel up and slink away.

Without access to mentors and organization sponsors who can provide much-needed advice, coaching, and counsel, many of us are not prepared for the real game that is being played. It is as if we are trying to play soccer on a baseball diamond.

I encourage readers to get informed and expand their perspective on war and global events. My life has been profoundly affected by the Bosnian War and genocide. I have made it my life mission to spread awareness about the excruciating impact it had on the lives of millions of Bosniaks (Bosnian Muslims) and Bosnians. My goal is to honor Bosnian people who were raped, tortured, and murdered from senseless violence. Bosnians have literally gone through every form of degradation from Serbs. They were beaten, harassed, discriminated against, threatened, thrown out of their homes, dismissed from workplaces, had their properties robbed, and had their businesses bombed. In addition, Serbs took passports, driver’s licenses, jewelry (among other valuable items), and money from Bosnian families. Religious institutions were completely obliterated. Villages were raided, pillaged, and burned.

I encourage readers to get informed and expand their perspective on war and global events. My life has been profoundly affected by the Bosnian War and genocide. I have made it my life mission to spread awareness about the excruciating impact it had on the lives of millions of Bosniaks (Bosnian Muslims) and Bosnians. My goal is to honor Bosnian people who were raped, tortured, and murdered from senseless violence. Bosnians have literally gone through every form of degradation from Serbs. They were beaten, harassed, discriminated against, threatened, thrown out of their homes, dismissed from workplaces, had their properties robbed, and had their businesses bombed. In addition, Serbs took passports, driver’s licenses, jewelry (among other valuable items), and money from Bosnian families. Religious institutions were completely obliterated. Villages were raided, pillaged, and burned.

Discrimination is hate, and there is no place for it in the workplace. Strive to be a person or organization who promotes diversity and commits to sustaining an inclusive culture.

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The national team players were in camp in Orlando, Florida, preparing for a pair of friendlies against Colombia when Rich Nichols and Jeffrey Kessler scheduled a conference call with the players on the team’s CBA committee. It was then that Hope Solo, Carli Lloyd, Alex Morgan, Becky Sauerbrunn, and Megan Rapinoe were presented with the idea of filing a wage-discrimination complaint with the Equal Employment Opportunity Commission, or EEOC, against U.S. Soccer. If the players agreed to sign on, they would be asking a government agency to investigate whether U.S. Soccer was violating U.S. laws against workplace discrimination. In other words, the players were going to publicly accuse U.S. Soccer of discriminating against the women’s national team. It was a move guaranteed to ratchet up the tension between the national team and the federation. “I was nervous about that call the entire week because, in essence, what we were asking these great players to do was to sue their current employer for wage discrimination,” Nichols says. “That takes huge courage from anybody.

Masses of women feel angry because they were encouraged by feminist thinking to believe they would find liberation in the workforce. Mostly they have found that they work long hours at home and long hours at the job. Even before feminist movement encouraged women to feel positive about working outside the home, the needs of a depressed economy were already sanctioning this shift. If contemporary feminist movement had never taken place masses of women would still have entered the workforce, but it is unlikely that we would have the rights we have, had feminists not challenged gender discrimination. Women are wrong to “blame” feminism for making it so they have to work, which is what many women think. The truth remains that consumer capitalism was the force leading more women into the workforce. Given the depressed economy white middle-class families would be unable to sustain their class status and their lifestyles if women who had once dreamed solely of working as housewives had not chosen to work outside the home.

Asians are next in line to be white,” I replace the word “white” with “disappear.” Asians are next in line to disappear. We are reputed to be so accomplished, and so law-abiding, we will disappear into this country’s amnesiac fog. We will not be the power but become absorbed by power, not share the power of whites but be stooges to a white ideology that exploited our ancestors. This country insists that our racial identity is beside the point, that it has nothing to do with being bullied, or passed over for promotion, or cut off every time we talk. Our race has nothing to do with this country, even, which is why we’re often listed as “Other” in polls and why we’re hard to find in racial breakdowns on reported rape or workplace discrimination or domestic abuse.

The world is expected to take it for granted than an American expat who studied at any 'reputable' American academic institution is smart, well trained, and competent to do a job anywhere around the globe, but the opposite is never true for newcomers in the U.S.

[F]or most jobs that are not slavery conditions, American employers expect newcomers, if fortunate enough to be considered, to have a strong command of the English language. Yet, for Western expats in other countries, the colonially written job posts always make it clear that speaking the language of that country is ‘a plus, but not required.’ In brief, American education and qualifications are treated as sacred, while those acquired elsewhere are untrustworthy and must be proven all over again.

The kind of rhetorical slight of hand that had become a staple of the conservative pundits everywhere, whatever the issue. Taking language once used by the disadvantaged to highlight a societal ill and turning it on its ear. The problem's no longer the discrimination against people of color the argument goes it's "reverse racism" with minorities "playing the race card to get an unfair advantage". The problem isn't sexual harassment in the workplace, it's humorless "feminazis" beating men over the head with their political correctness. The problem's not bankers using the market as their personal casino or corporations suppressing wages by busting unions and offshoring jobs, it's the lazy and shiftless along with their liberal Washington allies intent on mooching off the economy's real "makers and doers". Such arguments had nothing to do with facts, they were impervious to analysis, they went deeper into the realm of myth redefining what was fair, reassigning victimhood, conferring on people like those traders in Chicago, that most precious of gifts, the conviction of innocence as well as the righteous indignation that comes with it.

I know now that for every woman who files a lawsuit at the state or federal level, there are thousands more suffering in silence. Even for women who have the security and the resources to do so, fighting pregnancy discrimination — or any type of workplace misconduct — is a monumental, all-consuming effort. These barriers need to change so that all women, not just those with opportunities and advantages, can fight back.

Across both parties, a total of seven attorneys, their support staff, and seven expert witnesses worked on my lawsuit. Over the course of two years, litigation involved well over ten people being deposed, multiple subpoenas, and several rounds of written interrogatories. This all added up to Google likely spending millions of dollars in fighting me, which was a drop in the bucket for the company, but significant nonetheless. Perhaps if the powers that be instituted mandatory annual reporting of dollars spent by corporations on discrimination and harassment lawsuits, people might take more notice, pushing more companies to take workplace misconduct seriously.

There is not one question in the ACEs test about overt racism—such as discrimination and abuse, which are obvious forms of racial trauma—let alone any reference to the subtler, more pervasive and harmful forms of bigotry and bias that exist in the infrastructure of society. When you live in a world that is unsupportive and outright threatening—in the education system, prison system, health care system, and most workplaces—you are existing in an almost constant state of trauma. Marginalized groups, especially BIPOC, are navigating systemic oppression, discriminatory laws, and a prejudicial framework that may place them squarely into “a state of relative helplessness,” the essence of Scaer’s definition of trauma.

We must not forget that the very concept that women are equal to men is a relatively new one. It emerged only in the West and despite its advancements—from the right to vote to protection from discrimination in the workplace—has yet to achieve the complete equality to which feminists aspire. This fragile near equality, which exists in law if not in every home and workplace, has existed for only a fraction of time, and history has shown us that such achievements can be quickly reversed.

For Swedish society, gender equality meant the equal distribution of society’s opportunities, positions, and wealth among women and men in every walk of life. It was qualitative, ensuring women’s and men’s knowledge and experience to promote society’s progress. Women and men were treated equally in educational institutions and workplaces. If any discrimination was noticed, educational institutions, authorities, and employers were bound to investigate and take preventive actions. The Swedish constitution was above all religions, religious beliefs, myths, superstitions, and gods. There was a gender equality agency that organized gender mainstream programs, and the goal was gender equality in every realm of people’s lives.

In the American colonies, the first laborers were European indentured servants. When African laborers were forcibly brought to Virginia beginning in 1619, status was defined by wealth and religion, not by physical characteristics such as skin color. But this would change. Over time, physical difference mattered, and with the development of the transatlantic slave trade, landowners began replacing their temporary European laborers with enslaved Africans who were held in permanent bondage. Soon a new social structure emerged based primarily on skin color, with those of English ancestry at the top and African slaves and American Indians at the bottom. By 1776, when “all men are created equal” was written into the Declaration of Independence by a slaveholder named Thomas Jefferson, a democratic nation was born with a major contradiction about race at its core. As our new nation asserted its independence from European tyranny, blacks and American Indians were viewed as less than human and not deserving of the same liberties as whites. In the 19th and 20th centuries, the notion of race continued to shape life in the United States. The rise of “race science” supported the common belief that people who were not white were biologically inferior. The removal of Native Americans from their lands, legalized segregation, and the internment of Japanese Americans during World War II are legacies of where this thinking led. Today, science tells us that all humans share a common ancestry. And while there are differences among us, we’re also very much alike. Changing demographics in the United States and across the globe are resulting in new patterns of marriage, housing, education, employment, and new thinking about race. Despite these advances, the legacy of race continues to affect us in a variety of ways. Deeply held assumptions about race and enduring stereotypes make us think that gaps in wealth, health, housing, education, employment, or physical ability in sports are natural. And we fail to see the privileges that some have been granted and others denied because of skin color. This creation, called race, has fostered inequality and discrimination for centuries. It has influenced how we relate to each other as human beings. The American Anthropological Association has developed this exhibit to share the complicated story of race, to unravel fiction from fact, and to encourage meaningful discussions about race in schools, in the workplace, within families and communities. Consider how your view of a painting can change as you examine it more closely. We invite you to do the same with race. Examine and re-examine your thoughts and beliefs about race. 1

But many of the injustices that young women face today are the same ones we fought against forty years ago. The discrimination may be subtler, but sexist attitudes still exist. Jessica, Jesse, and Sarah, and

Limited government that protects rights and freedoms is another important ingredient. For example, it is government’s job to protect property rights, keep markets as free and fair as possible, and oppose discrimination in the workplace.

When Newsweek owner Katharine Graham heard about our lawsuit, she asked, “Which side am I supposed to be on?

You may be thinking that your company has a human resources person who will keep you out of trouble. This is a dangerous misconception. Whether your company has a massive Human Resources Department with hundreds of representatives or a small office with just a single representative, these HR reps are not your advocates. They work for the company, not for you.

The problem is no longer discrimination against people of color, the argument goes; it’s “reverse racism,” with minorities “playing the race card” to get an unfair advantage. The problem isn’t sexual harassment in the workplace; it’s humorless “feminazis” beating men over the head with their political correctness. The problem is not bankers using the market as their personal casino, or corporations suppressing wages by busting unions and offshoring jobs. It’s the lazy and shiftless, along with their liberal Washington allies, intent on mooching off the economy’s real “makers and the doers.” Such arguments had nothing to do with facts. They were impervious to analysis. They went deeper, into the realm of myth, redefining what was fair, reassigning victimhood, conferring on people like those traders in Chicago that most precious of gifts: the conviction of innocence, as well as the righteous indignation that comes with it. — I

Diversity training is any program designed to facilitate positive intergroup interaction, reduce prejudice and discrimination, and generally teach individuals who are different from others how to work together effectively. "From the broad corporate perspective, diversity training is defined as raising personal awareness about individual differences in the workplace and how those differences inhibit or enhance the way people work together and get work done. In the narrowest sense, it is education about compliance – affirmative action (AA), equal employment opportunity (EEO), and sexual harassment." A competency based definition refers to diversity training as any solution designed to increase cultural diversity awareness, attitude, knowledge, and skills. Diversity training is thought to be more needed because of the growing ethnic and racial diversity in the workplace.

In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in, due to discrimination. … In many United States jurisdictions, a hostile work environment is not an independent legal claim. That is, an employee could not file a lawsuit on the basis of a hostile work environment alone. Instead, an employee must prove they have been treated in a hostile manner because of their membership in a protected class, such as gender, age, race, national origin, disability status, and similar protected traits.

You can’t sit on your ass and wait for things to miraculously happen for you.

Our age works against us, as does our gender, and we can’t take this shit lying down.

Loving yourself is badass, about as badass as you can get.

It’s your time and you have to claim it.

Seventy percent of women retire in poverty after a life time of institutionalized discrimination in the workplace without equal pay or compensation for staying home to care for their families.

The problem is no longer discrimination against people of color, the argument goes; it’s “reverse racism,” with minorities “playing the race card” to get an unfair advantage. The problem isn’t sexual harassment in the workplace; it’s humorless “feminazis” beating men over the head with their political correctness. The problem is not bankers using the market as their personal casino, or corporations suppressing wages by busting unions and offshoring jobs. It’s the lazy and shiftless, along with their liberal Washington allies, intent on mooching off the economy’s real “makers and the doers.

Thomas A. Kochan, a professor at MIT’s Sloan School of Management, has probably researched corporate diversity more extensively than anyone. His conclusion after a five-year study? “The diversity industry is built on sand.” Prof. Kochan initially contacted 20 major companies that have publicly committed themselves to diversity, and was astonished to find that not one had done a serious study of how diversity increased profits or improved operations. He learned that managers are afraid that race-related research could bring on lawsuits, but that another reason they do not look for results is “because people simply want to believe that diversity works.” Like other researchers, he found “the negative consequences of diversity, such as higher turnover and greater conflict in the workplace,” and concluded that even if the best managers were able to overcome these problems there was no evidence diversity leads to greater profits. “The business case rhetoric for diversity is simply naive and overdone,” he says, noting that the estimated $8 billion a year spent on diversity training did not even protect businesses from discrimination suits, much less increase profits. Common sense suggests that it is hard to get dissimilar people to work together. Indeed, a large-scale survey called the National Study of the Changing Workforce found that more than half of all workers said they preferred to work with people who were not only the same race as themselves, but had the same education and were the same sex.

Remember, it takes courage, vulnerability, and humility to admit what you don’t know and experiment with new behaviors.

If you want change, don’t waste time debating with those happy with the status quo. Instead, use your energy to create a GRAND movement that will cause the most rigid in authority to Act!

Now, if you’re at work, I want you to do an exercise. (This is especially important to do if you’re a Twitter employee.) Those of you not currently at work can do this the next time you’re at work. Ready? Stand up. Look around. Are you currently in a national park? No? Are you in a government building? Also no? Great. Then the first amendment does not apply to you, or to the people that use your service. You do not need to hang a little brown metal sign that says “Free Speech Area” in your workplace. In fact, and this is the really interesting part, you are allowed to hang a “management refuses the right to service” sign in your office, as long as you don’t refuse the right to serve a discriminated group. Again, there are —and should be—limits.