Ageism – the stereotyping, prejudice, and/or discrimination of individuals or groups based on their age – is all around us. One just has to look at a rack of birthday cards for images ridiculing older people or the rows of “anti-ageing” creams on the shelves of your local pharmacy.
Harmless, one may think, but it doesn’t stop there. In a new report on ageism and age discrimination, the UN Independent Expert on the rights of older people, Claudia Mahler, says that ageism is so pervasive that discrimination, marginalization, and exclusion of older people is the norm. The report follows a March 2021 WHO report that stated that one in two people globally have ageist attitudes about older people.
Ageism is deeply embedded within individuals, organizations, and practices, and informs national, regional, and international laws and policies, the Independent Expert reports. Ageism aggravates the impact of climate change on older people, poorly designed emergency responses can discriminate against older people, and the sexual and reproductive health of older women may be disregarded.
Human Rights Watch has documented how older people are struggling to access emergency services during extreme weather events linked to climate change, despite a rising death toll of older people from heat. Older people face greater risks of being caught in fighting during conflicts and humanitarian responses fail to ensure that older refugees have access to the medication they need. We have provided evidence that older Black women in the United States are dying of cervical cancer at exceptionally high rates where upper age limits in cancer screening guidance compound other types of discrimination, like those based on gender, race, and economic or insurance status.
The Covid-19 pandemic has exposed deeply ingrained ageism, and underscored that failing to protect the rights of older people has serious consequences. The Independent Expert recommends that states ensure that protection from age discrimination receives the same standard of scrutiny as other forms of discrimination.
Only under such scrutiny, ageism and age discrimination may stop being the norm.
Source: Human Rights Watch
If it is wrong to judge someone by the color of their skin, it should also be unacceptable to discriminate against them for the texture or style of their natural hair. Makes sense, right?
Unfortunately, Black people have had to deal with codes and rules that prevent them from wearing natural, protective hairstyles at school and in the workplace. According to the CROWN Act, Black women are 1.5 times more likely to be sent home from the workplace because of their hair.
Black women are also 80% more likely than white women to agree with the following statement: “I have to change my hair from its natural state to fit in at the office.”
Most of the policing of Black hair has centered around protective hairstyles such as braids, locs, twists, and knots. Protective styles are worn to grow healthier, longer hair, and to reduce split ends, knotting, and damage.
It’s unimaginable that people have had to face scrutiny for protecting their hair.
Earlier this year, Ida Nelson’s four-year-old son, Gus Hawkins IV (affectionately known as Jett), asked if he could put his hair in braids and she was happy to do it for him. “(Jett) was so excited, he wanted to go to school and show the teacher because that’s what 4-year-olds want to do — show his friends and his teachers his cool hair,” Nelson told Today.
But when he went to school with his hair in braids she was told it was a dress code violation. Jett attends Providence St. Mel School, an independent school in the West Side neighborhood of Chicago that has a predominantly Black student body.
“I said, ‘We still have policies related to Black hair in 2021, as an all-Black school? I’m really shocked about that,'” she told Today of the conversation with the school. “We have progressed, we have so much more information. … I thought surely this school would understand the trauma associated with policing Black hair and absolutely not have a policy like that.”
Six senators sent a letter to the Equal Employment Opportunity Commission urging the agency to probe Amazon’s treatment of pregnant warehouse employees.
Sens. Kirsten Gillibrand, D-N.Y., Bernie Sanders, I-Vt., Richard Blumenthal, D-Conn., Bob Casey, Jr., D-Pa., Sherrod Brown, D-Ohio, and Elizabeth Warren, D-Mass., on Friday requested the EEOC investigate Amazon’s “systemic failure to provide adequate accommodations” for pregnant warehouse workers.
The lawmakers claim Amazon fails to adequately modify job duties for pregnant employees who are subject to physically strenuous work that could threaten their health and safety. They also claim Amazon doesn’t allow pregnant workers to take time off without punishment for pregnancy-related medical needs.
Both actions could be in violation of the Pregnancy Discrimination Act and the Americans with Disabilities Act, the lawmakers say.
The letter cites various news reports and a previous EEOC complaint filed by an Oklahoma Amazon employee in 2020 as examples of a “concerning pattern of mistreatment of pregnant employees at Amazon fulfillment centers.”
In the 2020 EEOC complaint, the Amazon worker claimed the company denied her requests for a job transfer, penalized her for pregnancy-related absences, and “engaged in unauthorized contact with her doctor in an attempt to change her work restrictions,” according to the letter.
Representatives from Amazon didn’t immediately respond to a request for comment. An EEOC spokesperson said the agency is reviewing the letter.
Amazon founder Jeff Bezos in April addressed workplace safety concerns in his final letter to shareholders, pledging to make the company “Earth’s Best Employer and Earth’s Safest Place to Work.”
The company has also previously said it’s investing billions of dollars in new safety measures and technologies, including adding more than 6,200 employees to its workplace health and safety team.
Employment tribunals across the UK saw a dramatic 48% surge in the number of race discrimination claims in 2020, as the pandemic slams ethnic minorities hardest.
There were 3,641 employment tribunal cases with the jurisdiction code for race discrimination during the year, according to the Advisory, Conciliation and Arbitration Service.
“It’s the opportunity to speak up about it and for complaints to be properly heard that has increased,” Baroness Helena Morrissey, AJ Bell chair designate and chair of the Diversity Project told FN.
“My hope is that this doesn’t suggest more people are suffering racial discrimination, rather that more victims feel encouraged by the increased attention around the issue over the past couple of years to bring their cases to tribunal, which carries risk and is expensive.”
This is up 48% from 2,464 cases in 2019, 23% from 2,948 cases in 2018 and 76% from 2,036 cases in 2017, Financial News can reveal.
As of 30 June, there have been 1,734 such cases during 2021.
The Acas data, which tracked case numbers since 2017, was obtained through a Freedom of Information Act request.
The wave of new cases come as companies face increased pressure to boost diversity and inclusion initiatives amid the rise of movements like Black Lives Matter after the police murder of Black American George Floyd last year. His killing sparked public outrage in the US and triggered a chain of protests around the world.
In the financial services sector, senior executives have also been forced to reckon with these issues, with public conversations about race and inequality take place both inside and outside the workplace.
The pandemic, which has hit ethnic minorities hardest, further increased the urgency of the discussions, with new protests in the UK emboldening objections to historical slavery-era statues within the City’s own Square Mile.
Alongside this, the City’s regulators also moved to consider what, if any, regulatory changes should be made to improve diversity and inclusion among firms.
Source: fn london
The Urban Institute’s Coronavirus Tracking Survey, a nationally representative survey of adults ages 18 to 64, found that Black adults were more likely than white or Hispanic/Latinx to report being discriminated against or unfairly judged by a doctor or health care provider.
“These patterns are concerning given that health care disruptions and suboptimal quality that result from unfair treatment can lead people to delay or forgo care, to search for a new provider, and to experience adverse health consequences,” authors of the study wrote.
The report comes as Covid deaths and hospitalizations continue to soar, with people of color disproportionately affected.
It also comes as many advocates and activists call more attention to the dire maternal health crisis facing Black women.
CNN reported that Black women in the United States are more likely to die in pregnancy or childbirth than any other demographic – and the Covid-19 pandemic may be exacerbating one of the starkest disparities in American health care.
The network reported that health care practitioners and advocacy groups had raised the alarm that the pandemic may further increase barriers to care for pregnant people.
“Even before the pandemic, the United States was considered the most dangerous developed nation to be pregnant,” Stacey Stewart, CEO, and President of the March of Dimes, a nonprofit that advocates for better health care outcomes for mothers and babies, told CNN.
“Black women and women of color are far more likely to die — and that was the case even before the pandemic.”
Earlier this year, Congress introduced the Black Maternal Momnibus Act, providing pre-and post-natal support for Black mothers.
However, the bill has lingered since its February introduction.
The Urban Institute’s study, part of an ongoing body of work exploring patients’ reported experiences of discrimination and unfair treatment in health care, found:
- Roughly 5 percent of all nonelderly adults reported having been discriminated against or judged unfairly by a doctor, other health care provider, or their staff in the previous 12 months …
Source: Amsterdam News
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), Singapore’s national workplace watchdog, has launched an investigation into Ubisoft’s local studio following allegations of sexual harassment and workplace discrimination.
As The Straits Times reports, TAFEP began receiving its own anonymous reports late last month following the revelation that the studio’s office culture was so bad that:
“Ubisoft Singapore has always been kind of known [internally] to be one of the worst Ubisoft studios in terms of culture,” said one former developer at the publisher of Assassin’s Creed and Far Cry. “People would visit [from other studios] and be like, ‘What the fuck is wrong here?’”
TAFEP is now urging “anyone with knowledge of any criminal conduct such as sexual harassment and assault to immediately report such incidents to the police.” As a national watchdog, the organisation has the power to force Ubisoft Singapore to change its workplace policies, and, “employers may be tasked to carry out an investigation through interviews with affected parties and witnesses, and to review documented evidence.”
The Straits Times report also says the results of the investigation can be dealt with in one of two ways. In cases where “sexual misconduct involves criminal offences such as molestation,” the police will be involved, while on issues of workplace discrimination, Singapore’s Ministry of Manpower can take punitive measures such as blocking Ubisoft’s ability to apply for (or renew) its work permits for foreign staff for a period of 12-24 months (which would impact 60% of the studio’s “expert and senior expert roles”).
The investigation comes following reports that the company culture at Ubisoft Montreal, Toronto, Quebec, Montpelier, and the head Paris office have also been found to be rife with harassment.
Illinois schools will be prohibited from issuing rules regarding hairstyles historically associated with race and ethnicity, such as braids and twists, under a new law signed by Gov. J.B. Pritzker.
The measure approved by the Legislature this spring and signed by Pritzker on Friday aims to end discrimination based on students’ hairstyles. It is known as the Jett Hawkins Law after Gus “Jett” Hawkins, a Black student who at age 4 was told to take out his braids because the hairstyle violated the dress code at his Chicago school.
His mother, Ida Nelson, began an awareness campaign after the incident, saying stigmatizing children’s hair can negatively affect their educational development. She called Friday’s bill signing “monumental.”
“For us, this is bigger than just hair. Our hair is an extension of who we are as a race and is deeply connected to our cultural identity,” Nelson said. “This is one huge step towards improving the mental health outcomes for our children, as it ensures that they will be in healthier learning environments.”
The legislation was sponsored by state Sen. Mike Simmons, a Black lawmaker who wears his hair in dreadlocks.
“Black youth in school settings shouldn’t have to be restricted by outdated and often racist dress codes that only serve to humiliate students of color who want to wear their hair in a style that honors their heritage, ancestry, and culture,” Simmons said.
Source: The Philadelphia Tribune
This week, the Health, Education, Labor and Pensions (HELP) Commission will be joined by US Senators Bob Casey, D-Scranton, Bill Cassidy (R-LA) and Jeanne Shaheen (R-LA). Promoted a bipartisan pregnant worker fairness law sponsored. D-NH).
The bill is currently heading to the Senate for consideration. This groundbreaking law protects pregnant workers from discrimination in the workplace.
“For over nine years, my colleagues and I have been working to achieve these protections for workers in need. With this markup, the bill is a step towards legislation. We’re getting closer, “says Casey. “Worker health and safety are indisputable and we need to make it a priority for everyone.”
Dr. Cassidy said the Senate is one step closer to securing the necessary workplace accommodation for pregnant mothers.
“Pregnant mothers should not face barriers that prevent them from fully participating in the workplace and feeding themselves and their families,” said Senator Shaheen. “We are very pleased that this bipartisan bill will help prevent pregnancy discrimination and give pregnant mothers access to reasonable workplace accommodation. Today, major committee hurdles. I have supported this bill for many years. I urge lawmakers throughout the aisle to support this important law to protect pregnant women. “
Pregnant workers’ fairness, which is a rigorous model of the Americans with Disabilities Act (ADA), requires employers to provide reasonable accommodation to ensure that pregnant workers continue to work safely. Employers with 15 or more employees are often guaranteed to provide low-cost or free reasonable accommodation, as long as they do not cause undue difficulty to the employer. The bill includes protection that has not yet been codified by ADA or the Pregnancy Discrimination Act (PDA).
Pregnant workers’ fairness law allows pregnant workers to take additional bathroom breaks, light obligations, or sit in chairs if they are standing all day long. Allows you to continue working. It will prevent them from being kicked out of vacation or work. The bill also prohibits employers from denying employment opportunities to women based on the need for reasonable accommodation due to childbirth or related medical conditions.
Source: Pennsylvania News Today
For the past few years, Jews of color in the United States have been counted and recounted. They’ve been argued over and used as props in ideological battles.
Now their own voices have emerged as hard data with the release Thursday of the most comprehensive survey of Jews of color ever carried out.
The movement fighting racism within the Jewish community is heralding the study as a watershed moment.
Responses from more than 1,100 people in the study reveal a deep engagement with Jewish identity that has often come with experiences of discrimination in communal settings.
In some cases, Jews of color said they are ignored. In others they are casually interrogated about their race and ethnicity. Respondents said white Jews will sometimes presume a need to educate them about Jewish rituals or assume they are present in synagogues or schools as nannies and security guards rather than community members.
Some 80% of respondents said they have experienced discrimination in Jewish settings.
Titled “Beyond the Count,” the study out of Stanford University corroborates with data and the anecdotes of racism in the Jewish community that have been widespread for years.
The study’s sponsor and research team hope the findings will jolt Jewish institutions into funding initiatives for and by Jews of color and changing the composition of decision-making bodies to reflect Jewish diversity.
“This study validates the experiences of Jews of color, and it also takes away a bit of the illusion that Jewish community organizations are doing enough to respond to racism and racial injustice,” said Ilana Kaufman, executive director of the Jews of Color Initiative, which commissioned and funded the study. Kaufman also shared her reaction to the study in an essay.
Source: Times of Israel
Two years ago, a broad and diverse coalition of voters signaled it was time for change. Our vision called for a city that would facilitate the type of growth needed to transform quality of life for all.
As we stood together then, we stand together now. The world has changed due to an unforeseen global pandemic, but we have never been more resolved to implement intentional measures that yield transformative change.
On August 17, I will introduce an ordinance to the City Council that prevents discrimination in our city. This is a measure made possible through a collaborative approach with community advocates and residents who care deeply about the rights of everyone in our city. Montgomery will not tolerate discrimination against anyone.
This all-inclusive non-discrimination ordinance will make Montgomery a more welcoming and accepting place for all people. It bans discrimination based on real or perceived race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, marital status, familial status, or veteran status.
Currently, the City of Montgomery has no such provision to prevent — or protection from — harmful, hateful prejudice. However, the City Council’s passage of this ordinance will finally outlaw discrimination of any kind in places of public accommodation, housing and employment. It will also make city practices more inclusive, such as contracting, procurement, employment and more in Montgomery.
Additionally, this ordinance includes a provision to create a Human Rights Commission — one to which residents can report any allegations of unfair treatment. Personally, I am proud to say this policy is the most comprehensive non-discrimination measure to be considered by any Alabama city.
As the birthplace of the Civil Rights Movement, we should be proud of such an ordinance. It is unacceptable to think our friends, family and neighbors in Montgomery still fear being unfairly fired, denied housing, refused service or worse. To that end, this solution displays the true quality of our community. It also ensures we are primed for new economic opportunities.
Source: Montgomery Advertiser