Workplace Content Topic Results

The Recovery Act provides $2.95 billion for the Adult, Youth, and Dislocated Worker employment and training programs, including $500 million for the Adult program, $1.25 billion for the Dislocated Worker program, and $1.2 billion for summer jobs and other youth activities. The Act raises the age eligibility for the Youth program from 21 to 24. The Act also specifies that a priority use for the Adult funds is for public assistance recipients and other low‐income individuals, and specifies that the funding can support the provision of needs‐related payments and support services. The Recovery Act provides $200 million for the Dislocated Workers National Reserve. The Recovery Act provides $750 million for a program of competitive grants for worker training and placement in high growth and emerging industry sectors, of which $500 million is designated for research, labor exchange and job training projects that prepare workers for careers in energy efficiency and renewable energy. The Act directs the Secretary of Labor to give priority to projects that prepare workers for careers in the health care sector funded through the remaining $250 million.

This paper provides basic information about the WIA and how it can provide battered women and others with job training and related services so they can get jobs that pay enough to live on. The paper discusses key implementation issues to survivors.

This document is an overview of strategies implemented to increase economic opportunities for low-income women and families. Organizing efforts, job training and opportunity development, creating assets, and governmental responses are described.

Describes a community organizing project that worked within an African American community to mobilize and train citizen leaders and business gatekeepers to safely and effectively intervene in domestic violence cases and raise neighborhood awareness.

For women of color, sexual harassment is rarely, if ever, about sex or sexism alone; it is also about race. This article examines workplace harassment of women of color from the perspectives of harassers, women of color themselves, and the legal system.

Explores how welfare-to-work programs can help battered women, highlighting programs that provide specialized services to battered women. Also included is a list of Internet resources designed to increase understanding of this complex system.

Title VII of the Civil Rights Act of 1964 prohibiting employment discrimination based on race, color, religion, sex, or national origin

In many organizations, the current predominant human resource approach is narrowly focused and leaves a missed opportunity for HR professionals to help dismantle the systemic racial barriers that exist in organizations. This document from RoadMap explores how organizations can reclaim the broader understanding and practice of human resources to center gender and racial equity in order to support the success and accountability of our organizations’ number one asset: the people.

Assessing organizational culture and structure is a key step in dismantling harmful practices that perpetuate racism and building an organization based on racial equity. This page from Racial Equity Tools includes resources about the processes of engaging in organizational racial equity assessments, tools and examples of organizational assessments.

There are some smart, strategic solutions to the risks of domestic and sexual violence at work. This page offers four sections detailing ideas for strengthening an employer’s overall workplace violence prevention procedures to deal with domestic and sexual violence threats.

This guide includes information for advocates on how best to assist victims with workplace issues, how to educate employers, how to educate attorneys, and how best to educate the community.

Although it can certainly be stressful, nonprofit work can also be full of joy. This article from Nonprofit AF explores some of the positive aspects of nonprofit work.