Workplace Content Topic Results

This model policy outlines guidelines for workplace responses to victims/survivors of violence and perpetrators of violence.

This graphic walks through common experiences faced by women of color in the workplace and organizational responses, such as denial of racism, retaliation, and targeting and attacking "problem" women of color.

The purpose of this act was to amend the Civil Rights Act of 1964 to strengthen and improve Federal civil rights laws, to provide for damages in cases of intentional employment discrimination, to clarify provisions regarding disparate impact actions, and for other purposes.

This page provides resources and tools to grow organizations that can sustain racial equity work, with attention to their internal processes as well as their capacities to work on equity.

Prohibiting employment discrimination against persons 40 years of age or older.

This document provides Q&A explaining unemployment benefits, discussing eligibility in circumstances involving dv, and describing the application process for benefits.

This toolkit offers a structure to support organizations as they build a trauma-informed and resilience-building culture within their organization.

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.