News

A judge has approved a settlement in a long-running case against the Disney Corporation. The case shows how crucial it is to fix pay-equity problems before unequal pay spurs a class-action lawsuit.

Complaints of age discrimination are reaching new highs. These experiences increase legal risk for employers while weakening workplace morale and productivity.

The EEOC says religious-discrimination cases are a high priority, filing lawsuits on behalf of employees denied accommodations at an increasing clip. To add to the deluge, individual employees are also filing lawsuits, as are organizations organized to defend religious rights in the workplace. It’s a perfect storm for employers who may not have adjusted their standards for turning down religious-accommodation requests.

Thanks to recent Supreme Court guidance, men bringing reverse-discrimination claims no longer face extra procedural hurdles. That makes these cases easier to start. But as this 6th Circuit opinion shows, they are still hard to finish without evidence that sex was the real reason for the decision.

As an HR professional, you know employers can’t ask job candidates questions that reflect sex-based bias or block them from jobs because of their sex. And you know it’s your responsibility to tell hiring managers and supervisors exactly that. But what happens if your organization ignores your expert advice?

Should the judge rule for the employer, the EEOC would effectively be unable to file new systemic-discrimination cases against employers until the EEOC reaches a quorum.

A new AP-NORC survey shows that fewer people believe racial discrimination against Black or Asian Americans is as widespread as they did in 2021. At the same time, skepticism about whether DEI programs reduce discrimination is growing.

Some industries and workplaces are at higher than usual risk for discrimination and harassment claims. Any workplace that has a largely homogeneous workforce may create special risks for the few workers who are different.

The lawsuit argues that the EEOC is legally obligated to process the complaints as part of its core mission to end workplace discrimination based on sex.

Lucas had been serving as acting chair since the beginning of the second Trump administration in January, presiding over an agency that does not have a quorum and cannot conduct substantial business until another commissioner is confirmed.