"But they can't just not hire you or fire you for being disabled!"
Oh yes they can. And they do. All the time and everywhere. They'll never say "because you're disabled". It's always "you're not meeting the standards and demands of the job", every time.
It's why, as much as I'd like to work again when I'm back in the States, I don't think I can go back to teaching. "If you can't handle what it takes to be a teacher then you shouldn't have become one in the first place" will be what I'm going to run into, because no school wants to accommodate a disabled teacher.
It's the Trump administration's latest bid in their war against diversity efforts.
The Trump administration has proposed ending a long-standing federal civil rights requirement, which legal experts say will make it harder for employees to raise concerns about discrimination and may help make the American workplace whiter.
Most companies are required to report their employee demographic data to the Equal Employment Opportunity Commission, the federal agency that enforces anti-discrimination law in every single workplace across the country, thanks to a rule created in 1966. Collecting and sharing this data ensures that companies are complying with civil rights laws that prohibit discrimination based on protected characteristics like race or gender.
The EEOC proposed last week to end the rule mandating such data collection, known as EEO-1.
“The decision to no longer collect this data, I think, is part of a larger pattern of the federal government stepping back from its historic role of protecting workers and ensuring equal opportunity in the workplace,” said Amalea Smirniotopoulos, senior policy counsel at the Legal Defense Fund, a legal organization that advocates for equality.
The rule promotes transparency, allows companies to analyze their own employment practices and helps the EEOC enforce the law. The data can also help individuals bolster their own discrimination claims.
For example, Bass Pro Shops, an outdoor-focused chain store, was forced to pay $10.5 million after the EEOC found that the store had a pattern of discriminating against Black and Latino men in its hiring and recruiting practices. In their initial complaint, the employees used the data to bolster their claims.
I can't post about this on main but the fucking hoops you have to jump through as a disabled person seeking a job like
I have recently been employed BUT ☝️ I am now facing a battle to get workplace accommodations / reasonable adjustments for my disabilities and my new employer hit me with the "let me see if that's fair to everyone". Like. I cannot stress enough I am asking for 5 minute sit-down breaks used sparingly as and when I need them (due to a leg disability) and access to a loo (I have GI issues). This in no way needs to factor in whether it's "fair" to the other employees. It does not affect them in any way.
I'm hoping for the best and maybe they will be sensible about this after all. But the whole question of "fair" is like if someone broke their leg and got painkillers for it and uninjured people saying that's unfair because why don't they get painkillers? I don't think me sitting down for 5 mins to rest my legs due to my disability is unfair on other colleagues.
It's so nerve-wracking disclosing disability to a new employer especially since I was discriminated against at my last job because of it. I need a job to be able to save money at all in this economy (I'm on benefits in order to survive).
I hope that I'm being overly harsh here - that they will come back and conclude me getting reasonable adjustments affects no-one else and is a net positive for me being productive at my job. That I revise my position and realise - hey maybe this time I can actually have proper workplace supports. Please make me be wrong, I don't want my anxieties to be correct here.
I'm too "abled" for PIP so it's a job with supports or just not working. I am NOT burning myself out for another minimum wage job frfr.
Lowe's appears to be the latest company to retreat from its commitments to LGBTQ+ equality, diversity and inclusion.
Home-improvement business Lowe’s has joined a growing list of companies to retreat from commitments on equality, diversity and inclusion (DEI), as a right-wing activist’s campaign continues.
In recent months, conservative activist Robby Starbuck has drummed up outrage over large US corporations’ commitments to so-called woke policies. Several big-name businesses, including Harley-Davidson, Jack Daniels and John Deere, have already caved into pressure from the campaign.
Now, an internal memo, being widely shared in the media, shows retail chain Lowe’s appears to be the latest brand to back down by announcing an end to its participation in surveys for the Human Rights Campaign (HRC), as well as by combining employee groups into one umbrella organisation and ending support for “festivals, parades and fairs” – arguably meaning Pride events.
Going to HR today 🎉💃. They keep saying they won't move me away from creepy guy they just promoted to be my team manager. If they keep refusing to move me to a different team then we're gonna have serious problems. He's told me he's physically abused multiple women before and tried to get me to go home with him at a colleague's leaving drinks and was super pushy about my obvious hell no.
Lawd give me strength and keep me away from any pencils in the meantime. ✏️
The new president just unwound a landmark anti-discrimination measure implemented amid the height of the Civil Rights Movement.
On Wednesday, President Donald Trump said he had revoked a six-decade-old executive order designed to combat workplace discrimination and promote affirmative action among federal contractors, undoing a labor standard that stretches back to the presidency of Lyndon Baines Johnson.
The rule Trump nuked, Executive Order 11246, forbade federal contractors from discriminating on the basis of race, color, religion, national origin, sex, sexual orientation or gender identity. It granted the Labor Department the power to enforce its provisions through a contracting standards office.
The order was part of a long history of the federal government using contracting rules to try to root out discrimination. Signed a year after the Civil Rights Act was passed, it explicitly required that employers who accept federal contract money take “affirmative action” not to discriminate against job applicants or workers.
In a statement Wednesday, Trump attacked it as “radical DEI preferencing,” referring to diversity, equity and inclusion. DEI programs, which aim to improve workplace conditions and reduce hiring disparities for minorities, have grown into a conservative obsession and major policy target for Trump and his allies, who often say DEI enables “reverse” discrimination instead.
The regulations Trump revoked included “placement goals,” or targets for employers to meet in the hiring of underrepresented groups.
Moving forward, Trump said, the Labor Department would be forbidden from “pushing contractors to balance their workforce based on race, sex, gender identity, sexual preference, or religion.” He called his order rolling back the 60-year-old protections “the most important federal civil rights measure in decades.”
As of Wednesday afternoon, the Labor Department’s webpage still described Johnson’s executive order as a “historic step towards equal employment opportunity” and said it “remains a major safeguard” for millions of workers.
“Signed by President Johnson that early autumn Friday in 1965, Executive Order 11246 became a key landmark in a series of federal actions aimed at ending racial, religious and ethnic discrimination, an effort that dated back to the anxious days before the U.S. was thrust into World War II,” the site reads.
Democrats and advocacy groups were quick to criticize the move. Sen. Patty Murray (D-Wash.) said Trump’s order would “gut core civil rights protections” as well as the Labor Department office that enforces them.
Judy Conti, government affairs director at the National Employment Law Project, a worker advocacy group, said Trump had stripped away a “key tool” in combating discrimination.
“This is not a return to so-called ‘meritocracy,’” Conti said in a statement. “Rather, it’s an attempted return to the days when people of color, women, and other marginalized people lacked the tools to ensure that they were evaluated on their merits.”
It's the Trump administration's latest bid in their war against diversity efforts.
Nathalie Baptiste at HuffPost:
The Trump administration has proposed ending a long-standing federal civil rights requirement, which legal experts say will make it harder for employees to raise concerns about discrimination and may help make the American workplace whiter.
Most companies are required to report their employee demographic data to the Equal Employment Opportunity Commission, the federal agency that enforces anti-discrimination law in every single workplace across the country, thanks to a rule created in 1966. Collecting and sharing this data ensures that companies are complying with civil rights laws that prohibit discrimination based on protected characteristics like race or gender.
The EEOC proposed last week to end the rule mandating such data collection, known as EEO-1.
“The decision to no longer collect this data, I think, is part of a larger pattern of the federal government stepping back from its historic role of protecting workers and ensuring equal opportunity in the workplace,” said Amalea Smirniotopoulos, senior policy counsel at the Legal Defense Fund, a legal organization that advocates for equality.
The rule promotes transparency, allows companies to analyze their own employment practices and helps the EEOC enforce the law. The data can also help individuals bolster their own discrimination claims.
For example, Bass Pro Shops, an outdoor-focused chain store, was forced to pay $10.5 million after the EEOC found that the store had a pattern of discriminating against Black and Latino men in its hiring and recruiting practices. In their initial complaint, the employees used the data to bolster their claims.
But now the federal government is arguing that collecting and publishing the data is a form of racial discrimination.
“The Trump administration is trying to argue that just by collecting the data, you’re requiring people to make decisions about who to hire or promote based on race or gender,” Smirniotopoulos said. “And frankly that’s just not true.”
Federal law already bars companies from making hiring and promotion decisions based on race or gender.
[...]
The proposed rescission comes at a time when the Trump administration is openly decrying diversity efforts and promoting the idea that the real victims of discrimination in the workplace are white men. Lucas, the chairman of the EEOC, made a video last December, urging more white men to file discrimination claims. Some have heeded their call. The agency recently opened up an investigation into The New York Times after a white male editor claimed he was passed over for a promotion because he’s white.
Decades of EEOC data shows there is not a disproportionate amount of discrimination against white men.
“The data shows Black people, other people of color, women, people with disabilities and LGBTQ+ people are the ones who are qualified for jobs and promotions,” Smirniotopoulos said, “but are being excluded from those opportunities.”
[...]
In a contradictory move, the Trump administration is suing colleges and universities in order to obtain very detailed demographic data about students and faculty. The Department of Justice has filed suit against Yale University’s medical school, alleging that the Ivy League program had violated anti-discrimination laws by favoring Black and Hispanic applicants over white and Asian students.
Companies can use the data to compare their hiring and promoting practices to similar organizations in their industry which in turn can help leadership identify any areas where they may be falling short. Despite the Trump administration’s efforts, experts say large companies will still probably continue to collect demographic data so they don’t run afoul of discrimination laws — but that it may not provide a complete picture.
The Trump Regime's EEOC has turned the agency into an instrument of white male entitlement
