Although many of us have heard of the phrasing “autism is a spectrum,” only now are people beginning to understand the myriad of ways autism affects different people. Since the first coining of the term in 1911 by German psychiatrist Eugen Bleuler, our understanding of this highly inheritable, neurodevelopmental disorder has gone far beyond the descriptor of schizophrenia.
In fact, now, the term has little to nothing to do with schizophrenic conditions at all. Additionally, as it has a clinical history rooted in evaluating mostly cisgender white males, it’s no wonder many allistic people still struggle to understand this diagnosis, especially with the current wave of late-diagnosed women and gender nonconforming people.
However, this isn’t a dive into the complexities of clinical histories and how the spectrum presents itself. Rather, we aim to dive into a relevantly more “modern issue.” With more people on the autism spectrum joining the workforce, we have to take a serious look at the civil rights struggles that autistic employees may face.
Before we discuss the specific challenges autistic employees face, we must define what constitutes a civil rights violation in the workplace. A civil rights violation occurs when an employee receives unfair treatment or discrimination because of certain protected characteristics, such as race, gender, religion, or, in this context, disability. For autistic employees, such violations can manifest in various ways, which we’ll dive into throughout the rest of this article. Because the autism spectrum is so wide, the experiences of high support needs versus low support needs will also widely vary.
One of the most significant challenges autistic employees face is the lack of reasonable accommodations in the workplace. Reasonable accommodations are modifications or adjustments to a job or work environment that enable an individual with a disability to have an equal opportunity to perform their job. For those with autism, this could include providing noise-canceling headphones or allowing for flexible scheduling. It can also include providing clearly written instructions for tasks instead of relying on verbal communication, which autistic individuals may sometimes misinterpret.
The problem that some autistic individuals face is that their needs don’t always present themselves in a manner that’s obvious or apparent to allistics. As a result, it may be difficult for people on the autism spectrum to communicate these needs, or an employer may deem it excessive or even unnecessary. Without these accommodations, autistic employees may find it difficult to perform to their full potential, leading to unnecessary stress and anxiety. Employers must understand and implement these accommodations, not just for legal compliance but to foster a truly inclusive and supportive work environment.
Another significant issue that autistic employees often encounter is discrimination during the hiring or promotion processes. This discrimination can stem from misconceptions about their capabilities or the stigmatization of autism. For instance, an employer might overlook a candidate with autism for a position due to atypical nonverbal communication during an interview despite possessing exceptional skills relevant to the job.
Similarly, within the workplace, autistic employees may miss the opportunity for promotions because of perceived social or communicative differences. To combat this form of discrimination, organizations must establish hiring and evaluation practices that focus on an individual’s qualifications and achievements rather than subjective assessments of social interaction.
Autistic employees often face overly harsh performance reviews, which can significantly impact their career development and job satisfaction. This issue arises because performance evaluations sometimes don’t account for the unique challenges that autistic individuals may experience in the workplace. For instance, an autistic employee might receive unfair criticism for not participating in team meetings, where the real challenge could be due to difficulties with verbal communication.
Employers must adopt a more nuanced approach to performance reviews, recognizing the diverse strengths and challenges of autistic employees. This could involve setting clear, achievable goals and offering constructive feedback in a way that’s accessible and actionable. By doing so, employers can ensure that performance reviews are fair and productive, encouraging the growth and success of autistic employees in the workplace.
Autistic employees may also encounter disparities in job assignments, which can limit their opportunities for career advancement and personal growth. Often, due to stigmatization, they may not receive tasks that match their skills and abilities or feel excluded from projects that could showcase their unique talents.
This situation undermines the potential contributions autistic individuals can make to their teams and reinforces negative stereotypes about autism. Managers and employers should actively involve autistic employees in a range of assignments and consider their individual strengths and interests when allocating tasks. By doing so, workplaces can become more inclusive and allow all employees, regardless of neurodiversity, to thrive and succeed.
Outright verbal or physical abuse is perhaps the most egregious form of discrimination that autistic employees can experience in the workplace. Such behavior may range from insensitive comments or jokes about one’s abilities to more severe instances of bullying or physical harassment. This form of discrimination creates a hostile and unsafe work environment and significantly impacts mental and physical health.
Employers must establish a zero-tolerance policy toward any form of abuse, ensuring that all employees, including those on the autism spectrum, feel valued, respected, and safe. Also, all staff should receive proper training in autism awareness and sensitivity to foster an atmosphere of understanding and inclusivity. Remember to include the opinions of autistic employees and how they wish for their coworkers to treat them.
Autistic employees may face a myriad of struggles and civil rights violations in the workplace, ranging from a lack of reasonable accommodations and discriminatory hiring practices to outright abuse.
Employers should understand the unique challenges autistic individuals may face and take proactive steps toward fostering an inclusive work environment. By doing so, companies can harness the full potential of their workforce, ensuring that every employee, regardless of neurodiversity, has the opportunity to thrive and contribute to their fullest extent.
If you believe your workplace is discriminating against autistic employees or you’ve been a victim of this form of discrimination, the Law Firm of Tamara N Holder can help. Our team of civil rights attorneys in Washington State works to uphold the rights of every employee.
This story was reported March 3, 2024 in the Chicago Tribune by Lisa Schencker and Emily Hoerner | Photographs by Stacey Westcott
“Victoria” is one of at least 30 women who have filed lawsuits alleging that Dr. Fabio Ortega sexually assaulted them during exams. (Stacey Wescott/Chicago Tribune)
As Victoria stepped into Dr. Fabio Ortega’s exam room in the summer of 2017, she had no idea the gynecologist’s career was hurtling toward destruction. She didn’t know that an angry husband had called more than five months earlier to complain about Ortega’s treatment of his wife at a NorthShore University HealthSystem office in Skokie. The woman said the doctor had asked if it felt good when his fingers were inside her vagina, had conducted an ungloved breast exam, and had inquired about her sexual fantasies.
NorthShore, now called Endeavor Health, did not tell Victoria that Ortega was under police investigation as a result of that woman’s allegations, according to a lawsuit Victoria later filed. The Skokie Police Department had already gone back and forth with Endeavor about Ortega over a span of several months, police records show.
Nor was Victoria aware of Ortega’s previous history, including a patient who public records show had complained to Endeavor back in 2012, contending he had behaved inappropriately during an appointment.
Had Victoria known those things, she never would have agreed to see Ortega at his Lincolnwood office, she said in an interview. Instead, she wound up in a room with a gynecologist who would later serve prison time for sexually abusing patients.
“That’s what angers me the most, is NorthShore knew,” she said. “They could have done something.” The Tribune is using a pseudonym for Victoria because the Tribune generally does not name people who report being sexually assaulted or abused without their permission.
At least 30 women, including Victoria, have filed lawsuits alleging that Ortega sexually assaulted them during appointments over a span of three decades at various Endeavor locations and, before that, at Swedish Hospital in Chicago, formerly Swedish Covenant. Most of the lawsuits allege that Endeavor and Swedish either knew or should have known that Ortega was a danger to patients. They contend the health system failed to protect them.
Now a Tribune investigation has pieced together the fullest picture yet of Ortega’s troubled history with patients and Endeavor’s pivotal role in keeping the doctor in place, with access to vulnerable female patients, despite multiple complaints.
Fabio Ortega, shown in March 2023 during a civil proceeding at the Daley Center, pleaded guilty in 2021 to sexually abusing two former patients. His medical license has been revoked. (Brian Cassella/Chicago Tribune)
In court records, patient after patient described how Ortega had inquired about their sex lives while his fingers were inside them. They recalled the doctor’s attempts to sexually stimulate them and the vaginal and breast examinations they now believe were not medically necessary.
At Victoria’s appointment, she contends in her lawsuit, the doctor touched her thigh without medical gloves, joked about her boyfriend’s penis size and tried to stimulate her while stating he was touching her “G spot.” She left the appointment in tears, she told the Tribune.
Tamara Holder, an attorney who is representing nearly all of the women who have sued Ortega, Endeavor and Swedish, said an additional 123 of Ortega’s former patients have retained her and her co-counsels, Johanna Raimond and Stephan Blandin, to represent them.
Ortega pleaded guilty in October 2021 to sexually abusing two former patients, including the woman whose husband called the Skokie medical office, and was sentenced to three years in prison.
Ortega and Endeavor have settled 21 lawsuits in the last five years, according to court records. Ortega and Swedish Hospital, which Endeavor acquired in 2020, have settled an additional two lawsuits, and six lawsuits against the doctor, Endeavor and/or Swedish are still pending.
The terms of the settlements are confidential, and Endeavor has never publicly admitted any wrongdoing or error in its handling of Ortega and the allegations against him.
By contrast, after ProPublica reported last year that Columbia University had protected gynecologist Robert Hadden, who faced allegations from hundreds of women, leaders of Columbia and Columbia University Irving Medical Center said in a November news release that they were “deeply sorry” that “Columbia failed these survivors.”
The release said Columbia would notify nearly 6,500 patients of Hadden’s crimes and establish a $100 million survivors’ settlement fund. It also said the university would commit to an external investigation to examine the failures that allowed Hadden to abuse patients and work with outside experts to review the hospital’s patient safety policies and procedures.
Attorney Tamara Holder is representing more than two dozen women who have sued Dr. Fabio Ortega, Endeavor Health, and/or Swedish Hospital, where he used to work. (Stacey Westcott/Chicago Tribune)
Endeavor Health did not answer numerous written questions from the Tribune about the allegations and lawsuits against Endeavor, Ortega and Swedish, saying in statements that it was unable to comment on pending claims or litigation but that “Endeavor Health has absolutely no tolerance for abuse of any kind.”
“The past events reported are incredibly upsetting and concerning, and we recognize the tremendous strength and courage it takes for survivors of abuse to come forward,” Endeavor said in a statement. The statement said Endeavor is committed to “meaningful review and response to each patient impacted.”
In the time since Ortega last worked there, Endeavor has “enhanced and evolved” its processes and policies to support the reporting of abuse allegations, the statement said. “Our policies require we investigate all allegations of abuse that are reported to us, (and) take prompt action in all matters, including removal from care or chaperoning for providers during investigation,” it said. “We also support patients in reporting allegations, and fully cooperate with law enforcement.”
The health system offers chaperones for sensitive exams and has implemented sensitivity training for providers, another Endeavor statement said.
Ortega did not respond to requests for comment for this story. But at the court hearing where he pleaded guilty to sexual abuse, he denied that he ever meant to harm his patients.
Endeavor is a large health system with nine hospitals, including in affluent northern and western suburbs, and has a total of about 300 locations providing care. The health system had more than $5.3 billion in revenue in 2022.
Some of Ortega’s patients say they wish Endeavor had devoted more of its resources to protecting them.
Elena kept what happened buried within her for more than a decade.
Elena (also a pseudonym) began seeing Ortega at Swedish Hospital in 2001, amid the excitement of her first pregnancy. Elena, who typically brought her husband or mother to appointments, told the Tribune she found Ortega to be trustworthy at the time.
The doctor, who is from Colombia, spoke to her and her mother in Spanish, which provides adadditional comfort, Elena said. She remembers her mother saying he seemed like a great doctor.
When Elena became pregnant again two years later, she didn’t hesitate to turn to Ortega. But for this pregnancy, she went to most of the appointments by herself.
The appointments seemed different this time, she said. It seemed as if Ortega often wanted to do a vaginal exam, even during appointments where she thought she was there only to check on the baby’s heartbeat, she said.
The vaginal exams were rough and painful, according to the lawsuit she later filed. At one point, when she complained about the pain, Ortega made a comment about the size of her husband’s penis, she contended in the suit.
“The look on his face, at times, I had to just turn away because there was just something gross,” she told the Tribune.
Still, she stuck with him throughout the pregnancy. “You’re in this state of confusion, you’re like: ‘I know this guy. He helped deliver my first child.’”
She couldn’t wait until the pregnancy was over, so she wouldn’t have to see him anymore. She didn’t say anything to anyone at the time, she said — she worried she wouldn’t be believed.
Once her daughter was born, Elena tried to move on with her life but experienced anxiety and depression, she said. She could no longer stomach seeing male doctors, she said.
One day, more than 15 years later, Elena was scrolling through Facebook on her phone when she saw a headline about Ortega being arrested on a charge that he had sexually assaulted a patient.
“In that moment, my heart sank to my stomach; everything just went pitch black,” Elena said. “That’s when reality set in, like, OK, wait a minute, something is very, very wrong.”
She also, however, felt some relief. Now that Ortega had been arrested, and others had come forward, she felt safe talking about her own experience and she filed her lawsuit in December 2019. She withdrew the lawsuit in June 2023 so her attorneys could focus on an Endeavor case that was set for trial, but said she intends to file again in coming months.
“I’m hoping the fact that women like me, that have decided to come forward, even if it’s 20-plus years later, it can inspire somebody to say, ‘Hey, it’s not too late,’” Elena said.
Women who have sued Ortega told the Tribune they felt uncomfortable during his examinations but didn’t report the incidents earlier out of fear, disbelief or because they trusted that a doctor would do them no harm. In their lawsuits, the women said it wasn’t until they learned of Ortega’s criminal charges that they realized his behavior reflected something more sinister.
Jennifer, a patient who saw Ortega for an appointment in March 2016, told the Tribune: “I drove home and I remember thinking to myself: ‘No, that didn’t happen. You’re overreacting. He’s a doctor. A doctor would never ever do that.’”
Jennifer — also a pseudonym — alleged that as her feet were in stirrups, Ortega began asking her questions about her husband and sex life. As he questioned her, he stroked her vagina in a rhythmic motion, explaining that he was rubbing her G-spot, prosecutors said at the hearing at which Ortega pleaded guilty.
She tried to squirm away from him, she said, but she couldn’t move much.
During the breast exam, Ortega rubbed and groped Jennifer’s breasts, according to prosecutors. She told the Tribune she started counting the little holes in the ceiling tiles to take her mind off of what was happening.
Finally, he finished. He told her to get dressed, she said, and to come back for another appointment. She left and never returned.
Even before Skokie police began asking Endeavor Health questions about Ortega in 2017, there were signs that something was amiss with the doctor’s behavior.
One woman told police after Ortega was charged criminally that in 2006 or 2007 she had requested a chaperone during her appointments with Ortega after one exam left her in tears.
She continued seeing the doctor until she got health insurance and was able to see another physician, according to a 2018 Skokie police report obtained by the Tribune.
Endeavor officials told police at the time that they had no records indicating the woman was ever a patient of Ortega’s, but also acknowledged that records from the time period may have been purged, the police report states.
In addition, a patient told Endeavor in 2012 that Ortega had asked inappropriate questions and touched her inappropriately during an exam, according to a court transcript.
Leaders of obstetrics and gynecology at Endeavor met with Ortega and presented him with the patient’s complaint, according to a 2012 note from the health system’s obstetrics director that a Cook County judge described last year at a hearing related to another patient’s lawsuit.
It’s not clear from court documents how Ortega responded at the time, but he said last year, in response to written questions from Jennifer’s lawyers, that it was “determined that my questions and exam were not inappropriate.”
According to the judge’s description of the note, the patient ended up apologizing for her“misconception” about Ortega’s actions.
A 2019 lawsuit filed against Ortega and Endeavor by another patient alleges that she told Endeavor staff on multiple occasions that she was refusing to see Ortega because she did not feel comfortable with him. In a 2016 Yelp post about the Lincolnwood clinic that is quoted in her lawsuit, the patient wrote that “while most of the doctors are wonderful, I had a bad experience with one particular (Ortega) and I feel like my problem is being dismissed and like they don’t care. I have told multiple people I do not feel comfortable with him, and I basically got told too bad.”
A woman who sued Ortega and Endeavor in 2021 said in an affidavit that starting in April 2014 she told Endeavor schedulers on several occasions that she would not see Ortega.
Then came the patient whose angry husband called the Skokie medical office demanding to speak to Ortega after her appointment with the doctor in late January 2017. The woman also went to Skokie police, who first contacted Endeavor about a week after the incident, a police report states.
Endeavor allowed Ortega to see patients after police contacted the health system, court records show. Endeavor would not answer questions from the Tribune about whether it put Ortega on leave or at all restricted his duties in the months after the patient contacted police.
Officers spent more than a month going back and forth with an Endeavor office manager, an Endeavor attorney and the human resources department before they were able to question a medical worker and the physician who took the husband’s phone call, according to the police report.
At one point in the investigation, the report states, police received a call back from the human resources director only after police attempted to call Ortega and instead reached his wife.
During the same period that police were beginning to investigate the woman’s complaint, Endeavor was discussing the patient’s allegation with Ortega and the other doctor, according to police and state disciplinary documents.
Endeavor would not answer the Tribune’s questions about how it investigated the woman’s allegation. A complaint brought against Ortega by the Illinois Department of Financial andProfessional Regulation in 2018 states that Endeavor discussed the allegation with Ortega on Feb. 10, 11 days after the woman’s husband contacted the medical group — and three days after being contacted by police.
The gynecologist who spoke to the patient’s husband told police in mid-March 2017 that he had already been interviewed by the human resources director and another Endeavor manager, in the presence of two attorneys, according to the police report.
Police interviewed Ortega about six months after the patient went to police. Records show they also talked to him about another patient whose husband had reported the doctor to theDepartment of Financial and Professional Regulation in 2014, alleging inappropriate conduct. Police learned from the department, which oversees doctors’ licenses, that it had closed the complaint because it couldn’t reach the man or his wife for follow-up.
A civil attorney representing Endeavor was present when the police interviewed Ortega, along with the doctor’s criminal attorney, according to a police report. Yet Ortega went back to work the next day, according to a lawsuit filed by a former patient who alleged Ortega sexually assaulted her on Aug. 12, the day after police questioned him. Endeavor agreed to a settlement in that lawsuit, court records show.
Ortega went on leave Aug. 14, 2017, and resigned from Endeavor about a year later, Ortega said in response to questions raised in one of the lawsuits against him. The resignation came around the time he was indicted in 2018 on one charge of criminal sexual assault, related to the woman who went to police in early 2017.
Shortly after Ortega was indicted, the Department of Financial and Professional Regulation temporarily suspended his license. He was no longer allowed to practice medicine.
Jennifer said she was standing in her kitchen washing dishes when she saw a story on the news about Ortega that noted his arrest. She dropped the dish she was holding and ran to her bedroom, where she fell to the floor.
In the years since her appointment, Jennifer had felt depressed and experienced debilitating migraines. She said she had panic attacks so severe they sent her to the emergency room.
“It feels like you’re failing your children, you’re failing your husband, you’re failing yourself because you can’t figure out what’s wrong with you,” Jennifer told the Tribune.
It wasn’t until she saw his photograph on her television screen that it all started to make sense.
“I never would have connected the dots,” she said. “It was almost like a sense of relief. I wasn’t crazy.”
She then went to Lincolnwood police. Jennifer and her husband also filed a lawsuit againstOrtega and Endeavor that was settled in July 2023. The amount of the settlement is confidential, and Jennifer spoke with the Tribune before the case was settled.
Carrie Ward, CEO of the Illinois Coalition Against Sexual Assault, said women who experience sexual abuse often don’t come forward right away.
Women may worry they’ll be blamed or won’t be believed over a doctor, Ward said. And when assault occurs at the hands of a medical provider, she said, it sometimes can take a while for the victim to sort out what was and wasn’t appropriate about the encounter.
“They’re expecting to be safe,” Ward said. “I think that does contribute to confusion for folks harmed in that setting.”
About 14 months after Ortega’s 2018 arrest, he was charged with a second count of criminal sexual assault related to Jennifer’s allegations.
At the 2021 hearing where he submitted his guilty pleas to charges of aggravated criminal sexual abuse, he tearfully told the courtroom: “As a physician … I had never intended to hurt anyone. Never, never. I sincerely apologize to the women who felt that I acted inappropriately.”
Jennifer’s attorneys asked Ortega in written questions, as part of her civil case, if he had sexually assaulted Jennifer.
“No,” Ortega answered last year. “I plead guilty to the charge based on advice of my attorney.”
He is now out of prison, and his medical license has been permanently revoked.
According to the Department of Financial and Professional Regulation, there have been 21 out-of-court settlements related to medical malpractice claims involving Ortega betweenDecember 2019 and March 2021 totaling more than $4.8 million.
Separately, in court, Endeavor and Ortega have reached settlement agreements in 21 lawsuits brought by women over the last fi ve years, court records show. The settlement amounts have not been made public, and Endeavor’s recent financial statements make no mention of them.
Meanwhile, the Tribune found no records to indicate that Endeavor has been disciplined by the state or other regulators for its handling of the allegations against him.
That may be partly because of a loophole in Illinois law.
If a hospital worker or staff member has “reasonable cause to believe” a patient may have been abused at the hospital, the worker is required by law to report it to a hospital administrator. The hospital is then supposed to report the allegation of abuse to the Illinois Department of Public Health, and the hospital must take steps to protect patients, such as by “removing suspected violators from further patient contact” while hospital officials conduct a review. Hospitals may be required to come up with a corrective plan if the department’s investigation finds problems.
But the allegation brought to police in 2017 involved an appointment with Ortega at an Endeavor clinic — not at a hospital. And state law does not require clinics and independent doctors’ offices to report allegations of abuse to the public health department.
The federal Centers for Medicare & Medicaid Services requires many medical facilities —including the two clinics where Ortega mostly practiced — to protect patients from abuse, and facilities can be cited for failing to do so. Federal records do not show any patient abuse citations against Endeavor related to Ortega.
The federal agency did cite Endeavor late last year after a woman alleged sexually inappropriate conduct by a patient care technician at Evanston Hospital. An investigation by the state health department found in October that the hospital did not have a written system in place for handling sexual abuse allegations. Endeavor submitted a corrective plan that included enhanced training and a new policy on how to handle sexual abuse allegations.
In a statement to the Tribune, Endeavor said its hospitals already had written policies and processes on how to handle abuse allegations. “Nevertheless, we did update our policy to add specific information in the written policy for escalating allegations of ‘sexual abuse,’” the statement said.
Endeavor has never publicly announced changes in its policies or procedures related to what happened with Ortega. And in addition to the confidential settlements reached with his patients, the Tribune found attorneys for Endeavor have also sought to control what information about lawsuits is accessible to the public before they are settled.
Court records show that, at a May 2023 court hearing related to the civil cases, a lawyer for Endeavor raised concerns about former patients of Ortega’s having “been to the media.” The judge then issued a verbal protective order that “prohibits any dissemination” of discovery documents in the case except to the attorneys and certain others involved.
One of the pending cases the judge and attorneys continue to discuss is Victoria’s — the woman who alleges Ortega assaulted her in July 2017, months after Endeavor became aware the doctor was under police investigation.
Victoria was uncomfortable about going to that July appointment, she said in an interview. At an appointment with Ortega eight months earlier, she contends in her lawsuit, he asked her questions about her orgasms and sexual history while touching her intimately.
But by July she needed to visit a gynecologist urgently, she told the Tribune. In her lawsuit,Victoria alleges that she asked if her partner could go into the exam room with her but was told no.
“The least they could have done was have someone in the room with me,” Victoria told theTribune. “Protect him or protect me, but take a stance and have a chaperone there. I don’t think that’s asking too much.”
When Victoria learned in April 2023 that Ortega had pleaded guilty to sexual abuse, she understood that she too had been harmed by him, according to her lawsuit.
Victoria realized she wasn’t alone, she told the Tribune — she wasn’t the only one who felt victimized by Ortega and Endeavor. She decided to reach out to Holder, the attorney, and filed a lawsuit.
Her lawsuit is, at the moment, the only pending lawsuit against Endeavor and Ortega, after 21 others settled. Five lawsuits against Ortega and/or Swedish Hospital are also still pending.
Two of the settled lawsuits were filed by women who, like Victoria, alleged that Ortega sexually assaulted them at Endeavor facilities while he was under police investigation in 2017.
“I would like to see (Endeavor) held accountable since they knew, and did nothing about it to protect me,” Victoria said. “It’s an abuse of power. It’s looking the other way.”
Title IX, a civil rights law passed as part of the Education Amendments of 1972, signifies a monumental leap toward gender equality in educational programs and activities receiving federal financial assistance. Championed to end sex-based discrimination, Title IX's most profound impact has been in sports, giving rise to increased female sports participation at high school and collegiate levels.
Its significance, however, goes beyond athletics, fostering academic opportunities and safeguarding against harassment and inequality. But what is the history of Title IX, and what is the true scope of its positive impact and outreach?
At its core, Title IX is a brief but potent portion of the Education Amendments of 1972 that succinctly states as follows:
"No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance."
Its creation was spurred by a recognition of the prevalent and systemic sex discrimination in educational institutions. Despite the Civil Rights Act of 1964 prohibiting such discrimination, gaps remained, particularly within educational settings. These gaps hindered women's access to higher education and professional fields, where policies and practices often discriminated based on sex. As a result, Title IX was enacted by Congress to ensure every individual, regardless of gender, received equal opportunities in education. It was a necessary step to erode persistent barriers that limited women, ensuring federally funded programs promoted fairness from the classrooms to the sporting fields.
Title IX's history began long before 1972, with women's fight for equality gaining momentum throughout the early 20th century. However, it was the social movements of the 1960s and 1970s, particularly the push for gender equality, that laid the groundwork for Title IX. Women's educational opportunities were markedly limited prior to Title IX, with colleges and universities imposing strict quotas on female admission and offering few athletic opportunities.
The emergence of politicians like Representative Patsy Mink and Senator Birch Bayh, who spearheaded Title IX legislation, was pivotal in bringing gender disparities in education to the national forefront. Their advocacy underscored the urgency of such a law, leveraging the zeitgeist of civil rights activism to propel Title IX's passage. Upon its signing by President Richard Nixon, Title IX became an instrumental policy for enforcing gender equality.
Its implementation faced challenges, evolving through regulations and significant Supreme Court decisions, such as Grove City v. Bell (1984) and Franklin v. Gwinnett County Public Schools (1992), which shaped and reaffirmed Title IX's application and enforcement. The ongoing efforts of policymakers, educators, and activists continue to refine and protect the law's legacy, ensuring its positive impact endures.
Now that we have a better understanding of Title IX and its history, we can explore how it has positively impacted the educational field in America. The most widely recognized change lies within women’s athletic opportunities.
Before the enactment of Title IX, female athletes faced few opportunities in sports with minimal funding or support for women's athletic programs. Title IX mandated equal treatment and benefits for all, regardless of gender, essentially forcing educational institutions to expand and support women's sports. As a result, there has been a dramatic surge in the number of female athletes at the high school and collegiate levels.
Post-1972, schools and universities began to seriously invest in these programs, creating a network of opportunities for female athletes. Title IX not only leveled the playing field in terms of accessibility but also placed a spotlight on the need for equity in funding, resources, and media coverage. It became the responsibility of the institutions to offer comparative athletic scholarships to female athletes, hire coaches, invest in training facilities, and schedule games in prime times to boost attendance and viewership. This holistic improvement of women's athletic programs has not only forged pathways for women in professional sports but also transformed cultural attitudes, leading to greater respect and recognition for women’s athletic achievements.
Another significant triumph of Title IX has been the creation of a more inclusive education environment for all genders. Beyond athletics, it’s been a catalyst for change in academic settings, promoting gender balance in traditionally male-dominated fields like science, technology, engineering, and mathematics (STEM).
With how critical diversity is to innovation, gender equality is vital to our future as a society. Universities and colleges now actively recruit female students and faculty in these areas, which has contributed to an increase in the number of women pursuing STEM degrees and careers. Additionally, Title IX has facilitated the establishment of policies against sexual harassment and violence in educational institutions, recognizing such acts as forms of discrimination that impede a person's access to education.
By obligating schools to address complaints and provide prevention programs, Title IX has contributed to a safer and more supportive learning environment. These strides have paved the way for a future where educational excellence is not predicated on gender but on talent and hard work, allowing for a diverse and dynamic academic community.
One of the most striking contributions of Title IX is the culture of accountability and fairness it has instilled within educational institutions. This is the result of rigorous compliance requirements that schools must meet to receive federal funding. Consequently, schools are compelled to enforce policies that ensure equal treatment and opportunities across all activities and programs.
This comprehensive approach has been crucial in driving systemic change, addressing biases, and establishing a level playing field for all students. Title IX compliance reviews and grievance procedures provide transparent and formal channels for addressing complaints, ensuring all students have the right to an education free from discrimination. This accountability extends to all corners of educational policy and culture, ensuring equity is not only expected but deeply woven into the fabric of the educational experience. Such measures have fostered a sustained commitment to fairness, prompting educational institutions to routinely evaluate their practices and make meaningful progress toward gender equality.
The enactment of Title IX stands as a beacon of progress in the ongoing quest for gender equality. At the Law Firm of Tamara N Holder, our Title IX attorneys are dedicated to protecting this beacon and defending the rights of students, faculty, and staff impacted by sex discrimination. We’re committed to ensuring educational institutions adhere to Title IX, promoting an equitable and inclusive learning environment for all.
When inappropriate behavior, misconduct, or harassment creates an atmosphere that’s intimidating, hostile, or offensive, the law recognizes this as a hostile work environment. When allegations of a hostile work environment emerge, they carry significant weight and implications for both employees and employers.
However, employment law is complex, and the air of mystery surrounding the examination of these claims can make it intimidating for employees to seek legal recourse. To demystify these proceedings, let’s take a close look at how hostile workplace allegations are investigated.
Before we dive into how hostile workplace allegations are investigated, we have to review how to actually file a complaint. Typically, it begins with understanding the internal policies and procedures of the organization. Before taking it up with your employer or supervisor, you should consult your employee handbook or HR department for the proper channels to file a complaint.
Be sure to document all instances of the alleged hostile behavior with dates, times, witnesses, and a detailed description of each incident. After compiling this information, you’ll typically have to submit a formal written complaint to HR or a designated official within the company.
Larger organizations may have an online portal or dedicated hotline for such grievances. If the internal processes don’t lead to a satisfactory resolution, or if you feel unsafe addressing the issue within their company, they may choose to file a complaint with the EEOC.
Upon receiving a complaint, the organization must take immediate action to acknowledge it and ensure they will take it seriously. The company then designates an investigator, typically someone from human resources or an external specialist, to ensure objectivity. This step is critical to assessing the initial credibility of the complaint and protecting the rights and confidentiality of all parties involved.
The designated investigator will begin by reviewing the complaint in detail to understand the nature of the allegations and determine the scope of the investigation. This phase lays the groundwork for a structured investigation process, focusing on impartial fact-finding to ascertain the validity of the complaint.
The designated investigator, on appointment, steps into a critical role that involves delving into the specifics of the allegation and maintaining the highest standards of confidentiality and impartiality. Their principal task is to conduct interviews with all concerned parties—including the complainant, the individual or individuals accused, and any witnesses identified.
While interviewing, they use a consistent set of questions to ensure fairness and thoroughness and take detailed notes that can be vital throughout the investigation. This step will likely also involve reviewing any relevant documentation, such as company policies or previous complaints, to support the investigation.
In this crucial step, the investigator meticulously collects and reviews all relevant evidence to the complaint. This can encompass a wide array of materials, such as company files, email exchanges, personnel records, and any documented communication that pertains to the case.
Physical evidence, when available, can also play a significant role. This may include security footage or photographs that capture instances of the alleged hostile behavior. Digital forensics may also examine electronic records, uncovering even deleted or concealed files. As the investigator gathers the evidence, they catalog and preserve it, all as a part of building a comprehensive understanding of the circumstances surrounding the allegations.
Upon gathering all necessary evidence, the investigator proceeds with careful examination, scrutinizing the information to detect consistencies and discrepancies. They weigh every piece of evidence for its credibility and relevance to the allegations, taking into consideration the context of each incident and the workplace environment as a whole.
The investigator also assesses whether the conduct in question is severe or pervasive enough to constitute a hostile work environment. This review often involves comparing statements from the involved parties and witnesses, analyzing any documented evidence against the alleged timeline of events, and determining if there’s a pattern of hostile behavior. They may look for evidence that either corroborates or contradicts the claims made, including any actions taken by management or HR with prior knowledge of the situation.
At this juncture, the investigator compiles all the findings from the evidence review and interviews into a comprehensive report. This report details the investigative process, outlines the evidence collected, and provides an analysis that leads to conclusions regarding the allegations.
Additionally, the investigator will recommend action based on the seriousness and substantiation of the allegations. These can range from targeted training and betterment programs to disciplinary measures or discharge against the individuals involved.
Once the organization reviews the report and the recommended actions considered, they must proceed with appropriate measures. They make decisions on disciplinary actions based on the gravity of the findings and in accordance with company policy and legal guidelines.
The employer must also ensure that any action taken is consistent with past practices to avoid any perception of unfairness or bias. Moreover, the employer should communicate the outcome of the investigation to the relevant parties involved, taking care to protect privacy and adhere to legal requirements.
Even after the investigation concludes and the organization has taken steps to address the complaint, you may decide that the actions taken are insufficient. In this case, you may want to take legal action as your next step. For example, if part of your hostile environment claim includes sexual harassment, sensitivity training or dismissal isn’t enough.
However, before getting started, consult with a hostile work environment lawyer skilled in this practice area who can assess the merits of your case. They will guide you on whether to file a charge with the EEOC or a state agency.
Additionally, an attorney can help to ensure that you meet all procedural requirements and that your case is as strong as possible. During litigation, you and your lawyer can use evidence from the investigation, and additional discovery procedures may uncover more information. Through legal action, you may be able to receive monetary damages for lost wages and suffering, reinstatement of employment, changes to company policies, and coverage of legal fees.
After taking an in-depth look at how hostile workplace allegations are investigated, you may decide you need legal representation to help you win your case. Trust the lawyers at The Law Firm of Tamara N. Holder to provide you with the proper guidance and support in your legal journey. We prioritize the protection of our client’s rights and work tirelessly to achieve the best possible outcome for their case.
As first reported in The Guardian's Ramon Antonio Vargas:
A woman who says she sold nearly $50m in products for Gucci is accusing the fashion label of forcing her to work around the clock while enduring discriminatory comments about her age and mental health before she was fired for formally complaining about her working conditions.
In a pending lawsuit filed in federal court in Chicago, Tracy Cohen contends that her experience during a nearly 18-year career at Gucci is only one of several cases which illustrate a toxic work culture at the renowned luxury brand.
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Cohen’s suit refers to eight cases alleging that Gucci officials, between 2010 and 2022, maintained sweatshop conditions in China, forced pregnant workers to have abortions, ignored sexual harassment claims, and even required women to wear straitjackets on the modelling runway against their will.
“This is a pattern of conduct that they have engaged in for years,” Cohen’s attorney, Tamara Holder, said in an interview. “How they treated Tracy, how they treat women … I believe that Gucci needs to be held accountable for that.”
Neither Gucci nor its corporate owner, Kering, responded to a request for comment on the claims from Cohen and Holder, known in legal and media circles as a former left-leaning commentator on Fox News who won a multimillion dollar sexual assault settlement from the rightwing network.
Cohen’s lawsuit said she joined Gucci’s Chicago store as a sales associate in 2006, when she was 38. She said she earned recognition as the store’s No 1 salesperson by 2018, accounting for about 15% of the location’s monthly sales and outshining about 20 peers.
Gucci responded to Cohen’s success by saddling her with an even higher – and ultimately unrealistic – sales quota, the lawsuit alleged. Cohen said the company promised to reward her with an assistant as well as international travel and attendance to glamorous fashion shows in Milan, Los Angeles and New York.
But in reality, Cohen said her work required to stay on her mobile devices around the clock. She had to work unpaid overtime and avoided taking time off because she felt her job was in constant jeopardy.
Cohen said she repeatedly told her superiors that she was exhausted, anxious and depressed in that climate. In return, she said, they insulted her as “crazy” and old, gave away her promised travel incentives to younger, lower-performing colleagues and hiked up her sales quota.
In September 2022, Cohen said she sought help by emailing Gucci president Marco Bizzarri, but he did not reply. She said that left her feeling as if there was no internal support available, and she filed complaints with the federal Equal Employment Opportunity Commission (EEOC) as well as the Illinois human rights department, alleging discrimination over her age, gender and battles with anxiety and depression.
The lawsuit said Cohen continued performing well – her managers as recently as last summer even told her that her sales had helped them achieve their bonuses, she said. But she said she signed her professional “death warrant” by filing her EEOC and state human rights complaints, which were required to preserve the option of eventually pursuing a lawsuit if necessary.
Cohen said Gucci suspended her for the first time in her career in July. Without elaborating, the lawsuit said her suspension paperwork “listed incidents that allegedly occurred nine months prior”, and the plaintiff alleges that discipline was simply retaliation.
The lawsuit said Cohen served her suspension and soon helped sell $80,000 of customized goods to clients with whom she had a close relationship. Then, in October, the store fired her without severance, citing a pair of episodes in September that the lawsuit did not detail.
The store waited until after Cohen’s dismissal to deliver the $80,000 in customized orders, ensuring the commission went to associates and managers still at the location rather than to her, she said in the lawsuit, first filed in late January but not previously reported on.
Cohen’s lawsuit said she is among the 63% of workers who – according to a study at the University of Massachusetts, Amherst – eventually lost their jobs after complaining to the EEOC about their employers.
She demands damages, contending that her former bosses violated several laws prohibiting discrimination, retaliation, intentional infliction of emotional distress, abusive labor standards and unfair wages.
The lawsuit also argued that Cohen deserved damages because Gucci subjected her to tactics frequently used by labor traffickers, including by duping her with promises that if she just stuck it out a little longer she would eventually receive compensation commensurate with her unpaid sacrifices.
Holder – whose past clients include 50 plaintiffs who settled a sexual harassment lawsuit against the Twin Peaks restaurant chain – said attorneys for Gucci threatened to seek legal sanctions against her if she didn’t remove the trafficking allegations. But Holder said she had no intention of doing that.
“This case,” Holder said, “has international importance for … working women.”
In the intricate realm of employment law, wrongful termination claims stand as a beacon of recourse for employees who believe they have been unjustly dismissed from their positions. However, because a large part of proving wrongful termination relies on proving intent—which can be difficult—many employees who have a claim are often afraid to pursue legal action. To protect your rights and ensure you get the compensation you deserve, it’s important that you understand how to build a strong legal case and prove wrongful termination.
An experienced employment attorney can provide crucial guidance on the collection and preservation of evidence that supports your claim. This often includes documentation related to your employment history, such as performance reviews, email correspondence, and any communications related to your dismissal.
However, it’s equally important that legal experts can offer insights into the specific statutes and case law that are relevant to your situation. This ensures your claim is grounded in substantive legal principles, giving your case firmer ground to stand on. They also serve as vigilant advocates who can adeptly navigate the complexities of the legal system, help you understand your rights and options, and represent your interests.
It’s critical for an employee to record all relevant details that might illustrate the wrongful nature of their dismissal. This includes keeping a detailed record of events leading up to the termination, such as dates of significant meetings, specifics of conversations, and any disciplinary actions taken.
Additionally, compiling a comprehensive list of witnesses—colleagues or supervisors who can corroborate your account—is invaluable. Physical evidence, like letters of commendation or awards that contrast with the reason for termination, can also play a crucial role.
Employees should meticulously note instances of unfair treatment that may signify discrimination as soon as possible, noting the who, what, when, and where. They should also document any retaliatory actions taken after they’ve engaged in protected acts, such as filing a sexual harassment complaint or being a whistleblower.
An employee’s ability to present a clear and chronological account of such discriminatory or retaliatory actions can strongly support your argument. This helps prove that the termination was not merely unjust but also a violation of federal or state anti-discrimination laws.
Employees should closely analyze the terms of their contracts, which might contain specific clauses on termination procedures, notice periods, and severance pay. It’s equally vital to examine the company's handbook or written policies to determine if the termination adhered to the company’s outlined processes.
Often, deviations from established procedures or inconsistent policy applications can provide evidence of wrongful termination. A detailed examination of contractual and policy-related documents can yield discrepancies that fortify a wrongful termination claim.
Building a strong legal case to prove wrongful termination is a nuanced approach that marries a deep understanding of employment law with incisive strategic execution.
However, the start of a strong legal case begins by partnering with a knowledgeable attorney. At the Law Firm of Tamara N Holder, our wrongful termination lawyers specialize in helping employees navigate the complexities of employment law to secure the justice and compensation they deserve.
It’s part of an employer’s responsibility to create and maintain a safe space where all employees feel respected and valued. This responsibility includes protecting employees from sexual harassment.
Sexual harassment in the workplace not only creates a toxic environment but also undermines the integrity of an organization, affecting employee morale, productivity, and retention. But what exactly are an employer’s responsibilities in addressing sexual harassment? Let’s explore the key ways employers can address sexual harassment in the workplace and provide a safer environment for their employees.
One fundamental responsibility for employers is the development of a comprehensive anti-harassment policy that clearly defines what constitutes sexual harassment and outlines the procedures for reporting it. It’s crucial that the policy is communicated effectively to all employees through employee handbooks, training sessions, and regular meetings to ensure everyone is on the same page.
Employers must ensure employees understand the serious nature of sexual harassment and are aware that all complaints will be investigated thoroughly and promptly. Moreover, the policy should emphasize the company’s commitment to maintaining confidentiality and protecting all involved parties from retaliation.
Effective training should help employees recognize and understand what sexual harassment looks like, including subtler forms such as quid pro quo and hostile work environment scenarios. Training programs should also inform employees about their rights and the proper course of action if they witness or experience harassment. Additionally, it's essential for leadership and management to partake in this training to lead by example and understand how to handle reports of harassment appropriately.
When an employee comes forward with a claim of sexual harassment, it’s the employer's duty to promptly and thoroughly investigate the allegations. This means taking immediate action to assess the complaint while ensuring the process upholds the dignity and privacy of all concerned.
Throughout this process, it’s vital that employers remain neutral, providing an equal opportunity for all parties to be heard. The investigation should conclude with a timely and decisive resolution, taking necessary actions that may range from mediation or counseling to disciplinary measures, including termination.
Beyond addressing incidents of harassment, it's paramount that employers offer comprehensive support to employees who have experienced or reported sexual harassment. This support can take various forms, including access to counseling, providing accommodations such as changes in work schedule or location, and ensuring they’re aware of resources inside and outside of the organization.
Employers should also uphold measures that protect individuals who have reported harassment from retaliation by supervisors or peers. It's critical for employers to foster an environment in which employees feel safe to voice concerns because they trust that their well-being is a priority.
Employers hold a critical responsibility in addressing sexual harassment to foster a work culture that strongly repudiates sexual harassment.
If you want advice on how to better protect your employees from sexual harassment, need help reviewing your policies, or are a victim of sexual harassment, we’re here for you. At The Law Firm of Tamara N Holder, our sexual harassment attorneys are dedicated to ensuring you receive the respect and support you deserve.
Equal pay audits are a critical tool for employers to ensure workplace fairness and equity. These audits are meticulous examinations of an organization's pay practices to verify compliance with equal pay laws and identify any disparities that may indicate pay discrimination.
By proactively analyzing and correcting these issues, companies can comply with legal standards and foster a culture of transparency and equity. Let’s explore a selection of important tips for conducting an effective equal pay audit to assess pay practices for legal compliance.
At the core of equal pay audits is the principle that individuals should receive comparable compensation for performing comparable work. This is more intricate than it appears, requiring an in-depth analysis of the organization's job roles, responsibilities, and functions.
To assess equivalence in work, auditors must consider factors such as required skills, effort, levels of responsibility, and working conditions. A reliable job evaluation system to rank positions in a manner that is both systematic and non-discriminatory helps employers make objective comparisons between roles to uncover unjustifiable pay variances.
Job descriptions can inadvertently contain biases that influence pay scales and advancement opportunities. Auditors must evaluate the language and criteria outlined in job descriptions for subtle signs of bias, such as gender-coded words or excessive prerequisites that could disproportionately disqualify certain groups.
It’s also essential to assess whether the stated job requirements are actual necessities for job performance or arbitrary qualifications that contribute to systemic inequality. This scrutinization helps identify and subsequently eliminate any embedded discriminatory practices to ensure a level playing field for all employees.
Organizations must collect and analyze detailed compensation data, including base pay, bonuses, overtime, and benefits, across various demographics within the workforce. The goal is to identify any patterns of pay disparities linked to gender, race, ethnicity, or other protected characteristics.
By applying statistical methods, such as regression analyses, auditors can control for job-related factors and isolate the effect of discriminatory variables on pay. Only through this detailed analysis can organizations hope to expose the root causes of pay gaps and take decisive steps to address them.
Transparent practices involve clearly communicating to employees how compensation is determined, including the factors influencing pay decisions, such as education, experience, performance, and market rates. It also means making the pay range for their role within the organization available to employees.
This level of openness demystifies how salaries are set and empowers employees to understand and engage in conversations about their compensation. Additionally, transparency in pay practices discourages discrimination, as it subjects pay-setting protocols to broader scrutiny.
Employers should also stay abreast of changes in equal pay legislation and adjust their practices accordingly. Internal monitoring should be supplemented with external benchmarking against industry standards to ensure competitive and non-discriminatory pay rates and compensation packages.
Implementing equal pay audits to assess pay practices is more than a compliance exercise. It represents a strategic imperative for organizations aiming to thrive in an increasingly diverse and inclusive business environment.
If you believe discriminatory pay practices are occurring within your workplace, or you want to ensure your practices are compliant, let us help. Our pay discrimination lawyers are devoted to promoting equitable work environments so that businesses like yours can embrace diversity.
Whether you’re a seasoned professional or someone seeking to break out into new fields, your age may come into play as you try to broaden your horizons. Though it is illegal, age discrimination can be a significant hurdle in job searches. While The Age Discrimination in Employment Act of 1967 protects workers ages 40 and older, that doesn’t mean there’s a zero percent chance you’ll run into discriminatory practices.
What does this mean for workers, and what can they do to overcome age discrimination in job searches? While you can’t uproot age discrimination on your own, there are things you can do to rise above.
On your resume, one of your goals should be to avoid highlighting how many years you’ve been in the workforce and instead put your skills and accomplishments in the spotlight. With this technique, you redirect the attention toward your achievements and the value you can bring to the organization.
Don’t shy away from mentioning projects you’ve led, problems you’ve solved, and the tangible results your efforts have produced. It’s your chance to demonstrate that your years in the field translate to expertise and value.
Making an effort to remain at the forefront of technological advancements or strategic shifts in your sector is an effective way to dispel the stereotype of “being out of touch.” You can do this by regularly engaging with relevant industry journals, attending webinars, and participating in professional networking events.
This knowledge shows potential employers that regardless of your age, you possess an agile mindset, are on par with recent developments, and can navigate the industry’s dynamic nature. Plus, staying educated and informed is a fantastic way to keep your mind sharp and nurture the flame of your passion for what you do.
In the digital age, the seemingly small details of your email address can leave a lasting impression. Use an address that incorporates your name, avoiding any nicknames or numbers that hiring teams could perceive as unprofessional or outdated. Ensure that your correspondence with potential employers contributes to a professional image.
Additionally, using a mainstream email provider such as Gmail or Outlook can signal your comfort with technology and modern communication tools. Your provider might be a minor detail, but every element of your application shapes the employer’s perception of you.
While your educational background is undoubtedly important, the specific years are not necessarily relevant to your ability to perform a job. Excluding your graduation dates on your resume can be an effective strategy to negate age bias.
By excluding these dates, you prevent potential employers from calculating your approximate age based on the year of graduation. Instead, focus on the relevance of your degree to the position and any significant coursework or academic achievements that highlight your qualifications. Allow hiring managers to assess your resume based on your qualifications and skills rather than age. After all, it’s your competency and how well you fit the job requirements that truly matter.
Adopting a modern resume format is an effective way to present your professional history in a contemporary and visually appealing manner. In a modern resume, you place emphasis on your skills and experiences rather than the chronology of your employment. This style allows you to strategically present your most relevant experiences at the top, drawing the hiring manager’s attention to your qualifications rather than your age.
While crafting your resume, remember to use active language, concise bullet points, and industry-relevant keywords to effectively communicate your capabilities. Keep the layout clean, organized, and easy to scan. By modernizing your resume, you send a clear message to potential employers that you are in tune with current professional standards and expectations.
In today’s digital era, having a strong online presence is no longer optional, and this holds true regardless of age. You can leverage platforms such as LinkedIn, which has become indispensable for modern job seekers and recruiters alike. However, you can’t simply create an account and expect recruiters to come rolling in. You must maintain a polished, professional, and up-to-date LinkedIn profile, highlighting your skills, experiences, and achievements.
Familiarity with technology can counteract any preconceived notions of technological incompetence often unfairly associated with older age. The more you embrace technology, the more you prove to possible employers that you’re adaptable, irrespective of your age.
Networking is not just about attending events or collecting business cards—it’s about forming meaningful connections with professionals in your field. Strategic networking can open doors to unadvertised opportunities and provide insider information about potential job openings. Remember that networking is a two-way street; while you seek assistance from your connections, be ready to offer your own expertise and resources.
As you stay current with industry trends by attending industry-specific conferences or professional associations, you drastically increase your chances of building your network. By demonstrating your proactive nature and continuous involvement in your field, you can counter potential age bias, showing potential employers that age has not diminished your passion or professional involvement.
During an interview, it’s possible you may face questions or situations that subtly hint at age-related concerns. While it can undoubtedly be shocking and off-putting, it’s crucial to address these concerns confidently and tactfully. Showcase your enthusiasm for the role, emphasizing your adaptability, lifelong learning, and eagerness to embrace new challenges.
However, if that doesn’t work, and you don’t feel comfortable with the company culture this interview signals, don’t waste your energy on people with mindsets that won’t budge.
While overcoming age discrimination in job searches can be intimidating, never forget that the depth and breadth of knowledge, experience, and skills that older workers bring are invaluable. Your worth is determined by your skillset, work ethic, and the unique perspective that you bring to the table, so let your experience shine, remain confident, and persevere.
However, if you’re being unfairly discriminated against at work because of your age or running into illegal and discriminatory interview practices, don’t hesitate to seek legal help. At the Law Firm of Tamara N. Holder, our age discrimination lawyers are dedicated to uprooting ageism and protecting your rights. We’re here to help you hold discriminatory employers accountable.
