Gender Discrimination

Growing awareness of the impact of menopause is prompting employers to reassess how they support women going through this stage of life, including better policies and accommodations for affected workers.

New employment laws going into effect this year.

Attorney Laurie Berke-Weiss on NYC Salary Transparency Law.

Being a woman in the United States has gotten harder since those heady days of the early Trump years.

The US Supreme Court’s catastrophic and heartbreaking decision to overturn Roe v. Wade, which has guaranteed a woman’s constitutional right to an abortion for almost 50 years, has ignited a blaze of emotions across the country.

Although more women were laid off at the beginning of the pandemic, and many more who were parents saw a significant uptick in their non-work commitments, two new analyses indicate that, despite concerns to the contrary, most women have remained at work and, for some cohorts, have become more likely to work.

Service work is essential to develop camaraderie and harmony in a workplace, but is often not considered when a worker is up for promotion. They are also called “non-promotable” tasks (NPTs), according to four authors of a recent book The No Club.

The shortage, a result of supply chain disruptions coupled with a major recall, has parents scrambling to find formula, with some resorting to more drastic measures.

Everyday forms of gender discrimination that doesn’t add up to a lawsuit can be just as damaging to women’s careers.

In a new report undertaken by the American Bar Association, several key aspects of the legal profession are causing women attorneys to consider leaving the field. Among the most significant factors are the persistent pay gap based on gender and the hyper-individualistic, competitive nature of the industry, which often pits lawyers against one another, degrading any sense of community workplace culture.

According to a recent story on The Lily, women in medicine, particularly Latinx and Black women, are being unfairly judged as unprofessional because of their choice to wear hoop earrings during work or school hours.

In a small step to help parents feel more comfortable about their employment histories, employment-focused social network LinkedIn has added the option for users to describe their employment status as “stay-at-home,” whether it’s mother, father, or parent.