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Coronavirus disease, or COVID-19, has traveled across the world, and its numbers—of new infections and deaths—are quite distressing.

Now more than ever, it's important to look boldly at the reality of race and gender bias -- and understand how the two can combine to create even more harm. Kimberlé Crenshaw uses the term "intersectionality" to describe this phenomenon; as she says, if you're standing in the path of multiple forms of exclusion, you're likely to get hit by both. In this moving talk, she calls on us to bear witness to this reality and speak up for victims of prejudice.

"It is always awkward when someone asks me informally what I’m working on and I answer that I’m trying to figure out what gender is. For outside a rather narrow segment of the academic world, the term ‘gender’ has come to function as the polite way to talk about the sexes. And one thing people feel pretty confident about is their knowledge of the difference between males and females. Males are those human beings with a range of familiar primary and secondary sex characteristics, most important being the penis; females are those with a different set, most important being the vagina or, perhaps, the uterus. Enough said. Against this background, it isn’t clear what could be the point of an inquiry, especially a philosophical inquiry, into “what gender is”."

NEW YORK — December 3, 2012 — Racial and gender stereotypes have profound consequences in almost every sector of public life, from job interviews and housing to police stops and prison terms. However, only a few studies have examined whether these different categories overlap in their stereotypes. A new study on the connections between race and gender — a phenomenon called gendered race — reveals unexpected ways in which stereotypes affect our personal and professional decisions.

Seattle’s square-mile neighborhood of South Park has turned its early pandemic community supports into a sustainable system tackling food insecurity.

Author(s): Pho, Annie; Chou, Rose L.

Seventy percent of female minority lawyers report leaving or considering leaving the legal profession, according to an ABA report on the challenges that they face.

About four-in-ten Black and Asian adults say people have acted as if they were uncomfortable around them because of their race or ethnicity since the beginning of the outbreak, and similar shares say they worry that other people might be suspicious of them if they wear a mask when out in public, according to a new Pew Research Center survey.

Lesbian, gay, and bisexual individuals who are also racial/ethnic minorities (LGBT-POC) are a multiply marginalized population subject to microaggressions associated with both racism and heterosexism. To date, research on this population has been hampered ...

Investigation reveals the scale of America’s hunger and food insecurity crisis during a year of Covid-19, and its racial inequalities

Filling the need for trusted information on national health issues

"By 2050, more than half of Americans will be people of color – and today, nearly every indicator of well-being shows disturbing disparities according to race. Yet the LGBT movement’s lack of substantive work on issues most relevant to people of color leaves the movement vulnerable to irrelevance and division—and leaves fully one-third of the members of the LGBT community underserved. This primer aims to inform and motivate LGBT-movement funders to work explicitly on issues of racial justice and inclusion. The primer illuminates general issues of race and ethnicity in American society, discusses why funders aiming for LGBT equality should work explicitly on matters of race, offers recommended philanthropic approaches to racial justice and inclusion (including language recommendations from the Aspen Institute and a model organizational self-assessment from the Annie E. Casey Foundation’s Race Matters Toolkit), and provides recommendations specific to LGBT movement work on racial equity and inclusion. Also included in the primer’s appendix is information on nearly 50 nonprofit and philanthropic organizations working on race, which can serve as a starting point for learning more about existing resources related to this work. Note that this report does not reflect original research into LGBT-specific racial matters. Sources were limited to secondary research and a small number of interviews."

Comparing what women of color are paid to what white, non-Hispanic men make demonstrates the enormous economic impact of the double burden of sexism and racism.

Why we’re dedicated to race and social justice Over half of the people Solid Ground serves are people of color. Many face challenges as a direct result of institutional racism: housing discrimination, benefits denial, predatory lending, employment barriers, and disparities in the education and criminal justice systems. Simply put: we can’t be an effective anti-poverty

Over the past decade, social policies have undergone significant change. The main policy focus for nonelderly families has been toward encouraging greater work effort, with the expectation that full-time employment, along with some social supports, would enable families to earn enough to provide for their families. Although self-sufficiency can be an illusive concept, there is some consensus that families would need to have incomes above 200 percent of the federal poverty level in order to cover basic household expenses consistently (about $42,000 for a family of four).1

This report builds on data from Building Movement Project’s Race to Lead survey, conducted with more than 4,000 respondents across the nonprofit sector. This report, the second in the Race to Lead series, analyzes experiences of respondents who identified as Lesbian, Gay, Bisexual, Transgender or Queer (LGBTQ).

The angry Black woman stereotype exists in many parts of American culture — including the workplace. Studies show people in organizations believe Black women are more likely to have belligerent, contentious, and angry personalities, an assumption not as readily assigned to other men and women. Recent studies suggest this negative perception is a unique phenomenon for Black women, and the researchers suggest that when Black women outwardly express anger at work, her leadership and potential are called into question.

Table data for Children in poverty by race and ethnicity

Joseph J. Amon The world is increasingly focused on COVID-19. By March 23, 2020, according to the World Health Organization (WHO), 332,935 people had been diagnosed with COVID-19 in 190 countries a…

The Joint Center is working closely with several other Black organizations to ensure that the challenges facing Black communities are considered and adequately addressed in COVID-19 policy decisions.

The COVID-19 pandemic isn’t affecting all communities the same way. The COVID Racial Data Dashboard helps us track this inequity by publishing topline racial data compared with state demographic data.

Recommendations for Colleges and Universities to Support the Emotional Well-Being and Mental Health of Students of Color

Abstract. The Oxford Handbook of Philosophy and Race provides up-to-date explanation and analyses by leading scholars of contemporary issues in philosophy of ra

Interviews with 10 women of color shed light on some of the common challenges faced by black women in the workplace, how they cope with those challenges, and how those coping mechanisms affect their chances of long-term success. Many of the women talked about having to code-switch, or embrace the dominant culture at work. Another pattern was what one of the women called “dimming my light,” or dampening aspects of their personality to avoid making colleagues uncomfortable. Zero of the women interviewed regularly worked with other women of color.

No one is only their sex or only their race or only their sexual orientation. Social psychologists are starting to investigate how people of multiple minority groups are perceived.