Workplace Content Topic Results

In order to paint a clearer picture of workplace sexual harassment, the National Women’s Law Center analyzed sexual harassment charges filed with the U.S. Equal Employment Opportunity Commission by women in the private sector between 2012 and 2016. This analysis establishes a critical baseline for evaluating the impact, if any, of the MeToo movement on filings with the EEOC in future years.

Organizations ready to address and embrace racial equity must first examine how race interacts with all aspects of organizational culture, from board governance, to leadership and management, to staffing and talent management, to day-to-day work flow. While not an exhaustive list, this webpage outlines four simple strategies for moving the needle on organizational change efforts intended to promote diversity, equity, and inclusion.

Despite being prohibited by Title VII of the Civil Rights Act of 1964, workplace sexual harassment remains pervasive and pernicious. This fact sheet outlines some of the negative consequences that sexual harassment can have on women's careers.

Diversity and inclusiveness are not the same. When employees from diverse backgrounds and communities are supported and allowed to flourish, the organization benefits from their ideas, skills and engagement, and retention rate of those workers also rises. To that end, this article outlines six practical strategies for creating an inclusive workplace environment.

For Asian, Black, Latinx, and multiracial employees, decades of research tells us that exclusion, discrimination, and bias can be daily experiences. This report examines the Emotional Tax levied on employees of color and actions that organizations can take to address and reduce the consequences and ensure that employees of color can thrive, advance, and contribute their best talents.

The physical aspects of violence often result in significant medical costs and time off from work, and psychological effects of violence can have long-term consequences. This fact sheet summarizes findings from research literature on the economic consequences and costs of IPV, sexual assault, and stalking for victims and survivors.

The National Resource Center on Domestic Violence (NRCDV) is a group of individuals collectively responsible for NRCDV as an empowerment and anti- racist organization. This document outlines key elements of empowerment that NRCDV as an organization has identified to strive while working together to dismantle individual, institutional, and cultural racism.

This table lists the states with minimum wages higher than the federal minimum wage. State wage amounts are also provided.

This guide advises supervisors on how to handle situations where a supervisor believes an employee is a victim of domestic violence, as well as where he or she believes an employee is a perpetrator of domestic violence, and what to do when one employee has a protection order against another.

This websites provides data on the minimum wage in every state in the US.

This fact sheet shows that the ratio of women's to men's median weekly earnings for full-time workers was 78.6 in 2014, making the gender wage gap for full-time/year-round workers 21.4 percent.

This report details the state of paid leave; associated costs to workers, families, businesses, and the nation; and recommendations for further research into the issue of paid leave.