The Center’s Director Joan C. Williams’ latest article in Bloomberg Law delves into why “Male Partners Get Paid More Than Female Partners – Lots More” with data from our study on racial and gender bias in law firms. Read the article here.

The Center for WorkLife Law is pleased to welcome Peri Ouyang as a summer Legal Fellow. Peri will assist with legal research and work on the Center’s ongoing projects to advance protections for pregnant, parenting, and breastfeeding workers and students, and to prevent family responsibility discrimination.

The Center for WorkLife Law is pleased to welcome Henrique Ferreira as our new Development Associate. Henrique will be assisting in managing outreach and partnerships with external stakeholders, planning special events and overseeing long-term projects for the Center.

Women make up over a third of private wealth advisors in the United States, while people of color account for a fifth of advisors. And yet, the Forbes America’s Top Wealth Advisors List fails to reflect this diversity. Our new White Paper investigates SHOOK Research’s methodology responsible for Forbes’ lists, and questions its ability to recognize the hard work and success of diverse wealth management advisors.

The Center for WorkLife Law is pleased to welcome Etienne Oliver as our new Program Associate. Etienne has a background in Sociology and Journalism, with a focus on race and gender and experience with sociological research. Etienne will assist with day-to-day operations, planning events, overseeing long-term projects, and supporting WorkLife Law’s directors.

Our partners at Ice Miller LLP created a toolkit for interrupting bias in their interview process and employed a data-driven approach to tackling retention issues at their organization. These resources are now available on www.biasinterrupters.org to help more organizations level the playing field for advancement.

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. WorkLife Law 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.

The Center’s Deputy Director, Liz Morris, published a letter to the editor in the New York Times about bias against mothers and how that contributes to the gender pay gap. Read the letter here.

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.