"We are determined to end the cycle of institutional abuse. Northwestern can no longer hide from their public-facing elitism and secret coverups," Tamara Holder, an attorney representing the plaintiff, said in a statement to Crain's.
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.”
Navigating male-dominated industries as a woman can often feel like swimming against the tide. Despite strides we’ve made in terms of inclusivity, equality, and diversity in the workplace, gender bias remains a prevalent issue, particularly in industries traditionally dominated by men.
This bias can take various forms, ranging from blatant discrimination to subtle, subconscious behaviors that may undermine a woman's confidence, performance, and opportunities for advancement. It’s nigh impossible to root out gender bias on your own, so what can women do to empower themselves, rise above the barriers, and carve out a successful career path? Let’s take a close look at some tips that will help you overcome gender bias in male-dominated industries.
Building a strong, supportive network is an invaluable asset in any industry, but it's especially crucial when you're a woman navigating a male-dominated field. Reach out and connect with like-minded individuals, both men and women, from your industry to create a network. This network can provide mentorship, guidance, and opportunities and serve as a sounding board for your thoughts and ideas.
Your support system can also help you work through any obstacles that you might face and help you overcome bias. There's power in numbers, especially when tackling systemic issues.
For women, being assertive often comes with being labeled bossy, petty, or domineering. However, it’s essential to stand your ground and make your voice heard. Assertiveness isn’t about being aggressive or loud but about expressing your thoughts, ideas, and needs confidently, directly, and respectfully.
It involves advocating for yourself, negotiating effectively, and setting clear boundaries. Practice assertiveness by speaking up in meetings, voicing your opinions, asking for what you deserve, and not shying away from difficult conversations. Don't let fear of judgment or potential backlash deter you, especially if you’re not cruel or breaking workplace rules.
In male-dominated fields, commitment to enhancing your knowledge and skills makes you valuable to your team and helps shatter pre-existing stereotypes. By showing an eagerness to learn and a propensity for adaptability, you demonstrate that your capabilities aren't defined by your gender but by your expertise and commitment to the job.
You can attend relevant workshops and take professional development courses to stay abreast of industry trends. As you grow professionally, you will naturally become more confident, which empowers you to navigate and conquer any bias that comes your way.
On the topic of confidence, remaining self-assured is critical for overcoming gender bias in male-dominated industries. It's not uncommon for women in these environments to experience imposter syndrome or worry that they’ll be exposed as a fraud. First and foremost, remember that you're in your position because of your unique skills, experience, and the value you bring.
Whether it's through positive self-affirmations, seeking feedback, or celebrating your achievements, no matter how big or small, it’s important to constantly reinforce your self-confidence. Confidence isn't about knowing everything; it's about responding gracefully and resourcefully when you don't.
Tackling gender bias isn’t a sprint but a marathon. Seek support from your network, voice your concerns, and allow your skills to speak volumes about your capabilities.
If you want to strengthen your support network, contact the Law Firm of Tamara N. Holder today. As a gender discrimination lawyer, Tamara N. Holder is dedicated to rooting out gender bias and holding employers accountable.
Tamara Holder and her team have filed and settled DOZENS of lawsuits against sex-offender OBGYN Fabio Ortega, NorthShore University HealthySystem (and Swedish Covenant). With our firm, you are not a number, but rather a woman who will have the best team fighting for her, in a pursuit of justice against a sex offender. Call us at any time 312-440-9000 or email: intake@tamaraholder.com
Settled: Jane Doe 42 v NorthShore University HealthSystem & Fabio Ortega
Attorney Tamara Holder her team of brilliant lawyers have settled the case of Jane Doe 42 v NorthShore University HealthSystem & Fabio Ortega.
For more information about the case, please see the following YouTube video:
Please email: contact@tamaraholder.com or call 312-440-9000 if you have any information about Fabio Ortega, NorthShore or Swedish
NOTE: This content was originally published by WBEZ Chicago. Read the full article here.
The doctor-patient relationship requires trust. What happens when a patient feels like a doctor hasn’t upheld professional responsibility?
In two separate cases in Illinois, dozens of women have accused their OBGYNs of committing medical and sexual battery while undergoing exams.
The cases raise questions for patients. The relationship between a patient and a doctor requires trust, clear communication and integrity. So, what happens when a patient feels like a doctor hasn’t upheld professional responsibility? What is a patient supposed to do if touched inappropriately or made to feel uncomfortable?
That case has had wider repercussions. In June of 2022, Tamara Holder, an attorney representing 36 victims, filed six new lawsuits against Ortega and his former employers – NorthShore and Swedish Covenant. The suits allege that hospital officials allowed Ortega to continue working despite being under criminal investigation for sexual assault.
In August of 2022, a suburban OBGYN, Dr. Vernon Cannon, was accused of sexual battery by two women while working at Duly Health and Care in Arlington Heights. Additional misconduct lawsuits accuse Cannon of performing medical procedures while intoxicated.
In these cases, women are trying to hold doctors and the institutions that hired them accountable for alleged crimes.
When it comes to obstetrics and gynecology care, what should patients know before seeing their doctor? How can patients stay safe? WBEZ posed these questions to Kavita Shah Arora, head of the American College of Obstetricians and Gynecologists’ Ethics Committee and Jody Madeira, a professor and Co-Director of the Center for Law, Society and Culture at Indiana University’s Maurer School of Law.
Please call 312-440-9000 or email intake@tamaraholder.com if you have any information about Northwestern, the Athletic Department, Derrick Gragg, Homewood-Flossmoor High School, or any other issues related to sexual abuse in education.
“Bias” refers to the favorable treatment of an individual or group of people, usually in a way that is unfair or harmful to others. We live in a biased world and are raised with and around biases for the entirety of our lives. As we grow, it is our job to identify and uproot biases from our viewpoints.
Unfortunately, these biases can take hold at high levels and infiltrate spaces that should remain impartial, such as the workplace. Gender bias is one of the most prevalent prejudices within the workforce. This begs a few questions—what is gender bias, how can we identify it, and how can we prevent it from infiltrating the workplace?
Before we can continue, it is important to recognize the difference between sex and gender. Sex refers to biological attributes, while gender refers to social constructs and behaviors that surround identities. In this article, “gender” will refer to these social constructs and is not limited to transgender or gender-non-conforming people. When we mention men and women, we refer to cisgender and transgender people.
Gender bias refers to the preferential treatment of one gender over another. It is possible for any gender to receive preferential treatment, but it is an indisputable fact that most people in power in the United States are cisgender men, which establishes this gender as the “norm.” It is more likely for a man to receive preferential treatment on an institutional level than a cisgender or trans woman. The farther a person strays from the gender binary, the more likely they are to receive unfair treatment.
We must also take misgendering into account. For example, you may identify as a man, but others may misgender you, see you as a woman, and treat you differently because of their perception.
Now that you know what gender bias is, you might wonder how to identify it in the workplace. Unfortunately, a person can be unfairly treated based on their gender in many ways. Instead of looking at specific instances and details, taking a step back and looking at the bigger picture can be much more effective.
First, observe the leadership around you, who’s being hired, who’s being promoted, and who’s being criticized most often. How many of them identify as men, women, non-binary, or another gender identity? Hiring, firing, and promotion practices often include unconscious gender bias.
You may notice that cisgender men are in more positions of power. This is because men are taught that social currency within the workplace is less important, while women are often taught that social currency is everything. In an effort to retain social status, people who do not fall within the cisgender male identity may actively not seek positions of power for fear of social rejection.
It is more common for employers to judge men by their potential. Conversely, they may judge women for their mistakes, intention to marry and have children, or how kind they are rather than the quality of their work.
If you believe you’ve been a victim of gender bias, intentional or unconscious, contact the Law Firm of Tamara N. Holder today. Our gender discrimination attorneys are dedicated to uprooting gender bias and making the workplace equal and equitable.
We are seeking information about Dr. Oscar Mendez. Dr. Mendez was suspended from practicing medicine, and then reinstated in 2012. If you were a patient of Dr. Oscar Mendez, please contact us for a confidential call:
312-440-9000
contact@tamaraholder.com
Jane Doe 46 has filed a lawsuit against gynecologist Fabio Ortega in Cook County Circuit Court.
In October 2021, Ortega pleaded guilty to sexually assaulting two female NorthShore patients and was sentenced to three-years in prison. He served one-year and was released on October 28, 2022.
Despite Ortega pleading guilty to sexually assaulting two patients, Chicago-based hospital groups NorthShore and Swedish continue to defend their institutions and Ortega from liability, claiming that their trusting female patients are either confused or lying; or, if the sexual assaults did happen, the hospitals are not responsible for Ortega’s abuses. One woman alleges that Ortega sexually assaulted her at Swedish when she was just 14 years old.
According to numerous lawsuits filed by attorney Tamara Holder, NorthShore knew about Ortega, and yet it continued to allow him to work with unfettered access to female patients. The lawsuits also allege that even after NorthShore became aware of a criminal investigation into Ortega, in early 2017, it continued to allow him to see women behind closed doors and sexually assault them. Further, the lawsuits allege that NorthShore failed to warn its patients that other women had accused Ortega of sexually perverted conduct, and failed to fully investigate its patients’ complaints.
Ms. Holder currently represents 7 female patients against Swedish, 16 female patients against NorthShore, and 2 female patients against Ortega alone. They intend to file more lawsuits...
If you have information about Ortega or NorthShore, please call us at 312-440-9000.
The Law Firm of Tamara N. Holder, LLC, is a boutique practice founded in 2005 by Chicago-based attorney Tamara Holder. The firm is focused on cases that address institutional abuse, from sexual harassment and racial discrimination in the workplace to sexual assault and abuse. For more information, visit tamaraholder.com
