Our Mission

The Center for WorkLife Law is an advocacy and research organization at UC Hastings Law that seeks to advance racial, gender, and class equity. At WorkLife Law, we address inequality at a structural level by developing and implementing concrete, evidence-based interventions in schools and workplaces and changing public policy at the state and national levels. We are extremely strategic in how we approach each structural intervention, forging partnerships with grassroots groups and field experts to identify the best change levers to tackle the problem at hand. With our interventions, we aim to produce dramatic changes within a two to five year timeframe. Our main areas of impact are economic security, maternal & child health, education equity, and racial and gender justice in the workplace. Throughout the pandemic, our team has also mobilized a COVID-19 emergency response, applying our legal expertise to help protect workers’ rights during the crisis.


These are just some of the problems that U.S. workers currently face. At the Center for WorkLife Law, we intervene on these problems through both systems-level change and individual interventions.

Learn More About the Center for WorkLife Law's Impact

WorkLife Law News

WorkLife Law Launches Bias Interrupters Pilot Program

WorkLife Law has received funding from Walmart to work with six companies to pilot its “Bias Interrupters” program: evidence-based metrics-driven tools for interrupting racial and gender bias in informal workplace interactions and HR systems.

The six companies selected for the pilot program will be our partners in producing rigorous research to establish best practices for leveling the playing field for all employees. WLL is dedicated to quantifying the real-life impact of gender, race, and class bias in workplaces and excited to partner with the six companies to generate and advance evidence-based strategies to improve the workplace experience for all employees.


New Report: Pinning Down the Jellyfish: The Workplace Experiences of Women of Color in Tech

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Our report challenges the narrative that the underrepresentation of women of color in computing is only due to the leaky STEM pipeline.  Our new quantitative study shows that bias within the workplace plays a significant role. Women of color were dramatically more likely than white women to report bias and this was associated with them being 37.6 percentage points less likely than white women to report seeing a long-term future for themselves at their companies. Our report highlights how the workplace experiences of women of color vary based on their race, ethnicity, gender identity, sexual orientation & first-generation status. Read the full report here and related articles in Fast Company, Bloomberg, and Harvard Business Review.


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Learn about WorkLife Law’s COVID-19 Resources and Helpline.
Aprenda más sobre los recursos y la línea telefonica de ayuda COVID-19 de WorkLife Law.