“There seems to be a gentleman’s agreement at Newsweek that women are researchers and men are writers and the exceptions are few and far between.”
“It was clear that we were meant to perform a part, a role that was somewhere between the consummate hostess and the pert niece. All I could do was smile and gently deflect from offensive, sexist or cruel comments—then hate myself for smiling when what I wanted most was to scream.”
The BE HEARD Act is the first federal legislative proposal to acknowledge workplace harassment in the wake of the #MeToo movement’s explosion.
There is something disparaging about the newsworthiness of female achievements one century after suffrage.
We must boldly embark upon ending centuries of exploitative practices, policy choices and interconnected norms and expectations that are so deeply calcified they sometimes feel impossible to change.
The #MeToo reckoning has exposed the pervasiveness of workplace sexual harassment and assault, empowering victims to speak out—but many do not know how. This is your guide to handling workplace sexual harassment.
Workers are suing McDonald’s for failing to stop sexual harassment—and they’re also storming corporate offices to demand a seat at decision-making tables.
As retailers head into peak season and restaurants and bars tackle the holiday party rush, service workers in those industries find themselves working long hours. We have to wonder how many of them also will endure sexual harassment. When they do, there won’t be a hashtag movement to support them.
On Latina Equal Pay Day, the EEOC wanted to shirk its civil rights duties to protect women workers of color.
Workplace self-care starts with knowing your rights.