The Center for WorkLife Law is a research and advocacy organization at UC Hastings College of the Law that seeks to advance gender and racial equity in the workplace and in higher education. WorkLife Law focuses on initiatives with the potential to produce concrete social, legal, and institutional change within a three to five year timeframe. Our current major initiatives include programs for advancing women leaders, eliminating barriers for pregnant and breastfeeding workers and students, preventing Family Responsibilities Discrimination, and helping companies to interrupt and correct bias in the workplace and create more stable schedules for their hourly workers.
Employers have failed to put in place policies that protect and support caregivers. Based on our review of 4,000 cases, we review efforts to reduce bias against caregivers in the workplace.
WorkLife Law is launching the Bias at Work Survey, a new project from our Bias Interrupters initiative. Bias at Work is a national survey gathering real-world data on workplace bias from people all across the United States. We are asking women and men in any kind of work setting to share their experiences anonymously. Our researchers will analyze the survey data with the goal of creating tools that more accurately combat workplace bias and helps to advance workplace equity.
Take the survey— and share with your friends!
The Center for WorkLife Law is pleased to announce its 2018 Summer Law Fellows. The Rebecca Pontikes Law Fellow and Stephanie Hicks Law Fellow will serve as integral members of the WorkLife Law staff. They will conduct legal research to advance protections for pregnant, parenting, and breastfeeding workers and students, to address sexual harassment at work, and to prevent family responsibilities discrimination. They will also serve as key team members for WorkLife Law’s annual Hastings Leadership Academy for Women.
Keep track of praise at #work — you'll be glad you did when it's time to write a self-evaluation. For more tips check out our #BiasInterrupters toolkit on #PerformanceEvaluations here: #MondayMotivation
Tools for Individuals | Bias Interrupters
BIAS INTERRUPTERS Tools for Individuals Incremental steps that improve diversity in your organization can yield large gains. Diverse work groups perfo...
biasinterrupters.org
Most pregnant women can, and do, work safely during their pregnancies, as these excellent photos from @BetterLifeLab @slate @Beckgale clearly demonstrate. If you need work accommodations during your pregnancy, visit https://t.co/N4UMlNwFUr
#Pregnant & #Parenting Students--- now that you're back to school, are you in need of #accommodations? Check out @PregnantScholar's resources on #TitleIX here: https://t.co/ytnEgSm5P8
“The front-line workers, the cooks, the cashiers, as well as people in the management structure, should have a safe place to report a complaint.” - @CTCalvert on #MeToo #SexualHarassment #WorkplaceHarassment in the @nytimes
#TheGapTable shows that gender bias in #SiliconValley & #tech is hurting organizations and their innovators at every level. #MANAGERS: If you want tools to combat gender & racial bias on your team --- start with our #biasinterrupters @ https://t.co/S20v499YIE #TechTuesday
3/ Women hold just 9% of employee and founder equity value. Men own 91%. Let that sink in.
Let’s break it down:
Women make up 13% of founders, but capture just 6% of founder equity value.
Women make up 35% of employees, but hold just 20% of employee equity value.
This just in from @IWPResearch : it's projected that women will achieve #equalpay in 2059. For those not interested in waiting 40 years for equal pay, visit for tips on achieving compensation equity in law firms https://t.co/04WRs6qdR4
