News Articles

Texas courts generally look to federal courts’ interpretation of federal anti-discrimination laws to assist in interpreting the anti-discrimination provisions of the Texas Commission on Human Rights Act (TCHRA). However, the provisions of the TCHRA do not always exactly mirror the language of parallel federal anti-discrimination laws. The Texas Supreme Court recently examined such differences in interpreting the scope of the anti-retaliation provisions of the TCHRA.

In a story that went viral, an employer recently learned an expensive lesson after allegedly ignoring a worker's anxiety disorder.

Trans people often experience stigma and discrimination, hostility from others, and pressure to “manage” their identities in social settings, including the workplace. These experiences can set in motion a host of psychological responses that have devastating consequences for trans individuals’ job satisfaction, turnover intentions, and emotional well-being. Despite growing public awareness of the struggles that trans individuals often face, many employers remain ill-equipped to create policies and workplace cultures that support their trans employees. Fortunately, a growing body of research suggests how they can more effectively attract, retain, and promote the health and success of these workers. Interviews with and surveys of more than 1,000 trans people over the past six years reveal four key areas of intervention that can cultivate a more trans-inclusive workplace: (1) basic signs of trans inclusivity involving bathroom use, dress codes, and pronouns; (2) effective support for gender transitions; (3) trans-specific diversity trainings; and (4) interventions to build resiliency.

Many organizations take big actions in the realm of DEI because of something they see another company do—such as publicly declaring themselves champions of people of color or setting an ambitious top-down DEI strategy across the firm. However, these grand stances usually fizzle out, leaving leaders frustrated and saying, “DEI work is too hard. It takes too long to see results.” The fact is, DEI isn’t a short-term project, and a company making big moves before it has the right culture and structures in place is likely to fail, leaving marginalized employees and customers no better off and giving companies a reputation for hollow promises. Academic research and the author’s experience working with firms on DEI strategy suggest that companies tend to follow predictable stages on their DEI journey. In this article, Georgetown professor and organizational psychologist Ella F. Washington describes the five stages: aware, compliant, tactical, integrated, and sustainable. She also includes questions for leadership teams to ask themselves. Understanding what stage your company is in can help you decide where to focus your energies most effectively and keep you from getting stuck.

"A federal judge in California on Thursday appeared poised to block parts of President Donald Trump's executive order restricting diversity training for federal contractors that covers "divisive topics" saying she was concerned that it was too broad and vague."

"House Democrats introduced legislation Wednesday aimed at improving diversity at the State Department by establishing a senior post in the agency tasked with increasing the numbers of women minorities and those with disabilities serving in the foreign and civil service."

"Law schools would have to train students in bias racism and crosscultural competency under a proposal before the American Bar Association's policymaking body this month."

"The U.S. Chamber of Commerce urged President Trump to withdraw his executive order that extended his administration's ban on race- and sex-based discrimination training to include federal contractors."