This report finds that due to racial bias, people of color are being hit especially hard by the current subprime lending crisis. As homes are foreclosed and families of color find themselves in financial ruin, the racial and economic equality that Martin Luther King, Jr. once envisioned is moving even further out of reach. We found the estimated total loss of wealth for people of color to be between $164 billion and $213 billion for subprime loans taken during the past eight years. This breaks down to losses of between $71 billion and $92 billion for Black/African-American borrowers, and between $75 billion and $98 billion for Latino borrowers for the same period.
Source: Review of Public Personnel Administration, Vol. 27, No. 4
By Roddrick A. Colvin
Whereas efforts that prohibit employment discrimination based on factors such as race or sexual orientation require certain organizational changes, creating a transgender-inclusive workplace requires organizational changes that include personnel, policy, legal, and medical issues unique to transgender people. At present, it is not clear whether communities are actually implementing these organizational changes, even after adopting transgender-inclusive nondiscrimination laws. This research project surveyed 74 municipalities with transgender-inclusive nondiscrimination employments laws, in order to assess and better understand the state of transgender-inclusive public workplaces. The initial results of the survey suggest that although innovation continues to increase, implementation and enforcement remain low, affecting managers’ and employees’ abilities to operate in a transgender-inclusive environment. Recommendations are made to improve implementation and enforcement of transgender-inclusive nondiscrimination laws.
From the press release:
What happens when an employee’s freedom of religion crosses paths with a company’s interests? A recent article in The Conference Board Review looks to answer this question. In “Workers’ Rites,” TCB Review explores how expression of religion in the workplace often challenges businesses to find appropriate solutions to employees’ requests.
“Obviously, you can’t fire someone just because her faith differs from yours,” writes associate editor Vadim Liberman. “But what happens when you face situations that aren’t so black and white-when the beliefs and practices of customers and co-workers come into play, not to mention the intricacies of employment law?” As religion increasingly collides with corporate policies and practices, companies are asking what is and isn’t permissible behavior — for workers and for themselves.
Last year, the Equal Employment Opportunity Commission received 2,541 claims of religious discrimination in the workplace — almost 50 percent more than a decade ago. And according to the New York-based Tanenbaum Center for Interreligious Understanding, 66 percent of employees report “evidence of religious bias at work.”
Source: ACORN, September 5, 2007
Over the last two years, Americans have increasingly recognized the harm done to homeowners (both families who refinance their homes and new buyers) and neighborhoods by the sharp increase of the issuance of subprime loans. Perhaps most damaging among subprime loan products are Adjustable Rate Mortgages (ARMs), exploding ARMs, no-document loans and other products that do not require lenders to take into account the loan’s long-term affordability for the borrower. ACORN’s report on the 2005 Home Mortgage Disclosure Act (HMDA) data, “The Impending Rate Shock,” demonstrated that unaffordable loans disproportionately impact minority and low- and moderate- income families and neighborhoods. Now these high-cost loans – many of which are exploding ARMs – have led to the foreclosure crisis that we hear about daily.
Of the wretched and the reckless
Source: The Economist, Vol. 384 no. 8545, September 6, 2007
Despite improvements in the overall health status of Americans, minorities continue to lag behind whites in health status and access to care. Since the 2002 release of the Institute of Medicine report, Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care (purchase required), a significant amount of analytic work has enhanced our understanding of the scope and causes of disparities in health and health care. It is now time to move beyond documenting disparities and to focus our efforts on actionable steps to eliminate them.
A comprehensive, multi-stakeholder strategy is needed to reduce racial and ethnic disparities in health care delivery. Progress in this area requires the engagement of the entire health care stakeholder community — purchasers, managed care organizations, providers, consumers, and community- based organizations. This brief outlines innovative, practical strategies that states and Medicaid managed care organizations nationally are implementing to address documented gaps in care.
Source: Maureen Minehan, Employment Alert, Vol. 24, no. 15, July 19, 2007
New guidance from the Equal Employment Opportunity Commission (EEOC) means employers must be extra cautious when it comes to employees with care giving responsibilities. While no federal law specifically bans discrimination against caregivers, the EEOC says Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA) extend protections to individuals caring for children, parents and others.
This report reviews more than 50 studies over the last decade and demonstrates a disturbing and consistent pattern: sexual orientation-based and gender identity discrimination is a common occurrence in many workplaces across the country. Surveys of GLBT individuals, studies of the sexual orientation earnings gap, and controlled experiments all provide evidence of discriminatory treatment.
From press release:
Naomi C. Earp, Chair of the U.S. Equal Employment Opportunity Commission (EEOC), today released the Annual Report on the Federal Work Force for Fiscal Year (FY) 2006, covering October 2005 through September 2006. The comprehensive report, which informs and advises the President and the U.S. Congress on the state of equal employment opportunity (EEO) government-wide, is available on the agency’s web site.
The 58-page annual report follows the structure of the requirements set forth in the EEOC’s Management Directive (MD)-715 and includes practical tips for improving EEO performance. Data in the report are presented both in individual agency profiles and in government-wide aggregate form. MD-715, which became effective in October 2003, is an extensive guidance document for federal agencies promoting EEO principles and best practices.
The report shows that in FY 2006, federal employees and applicants filed 16,723 complaints alleging employment discrimination on the basis of race, color, sex, national origin, religion, age, disability and reprisal – down seven percent from just over 18,000 complaints in FY 2005 and nearly 20,000 complaints in prior years.
Source: Robert K. Robinson, Ph.D., SPHR, Geralyn McClure Franklin, Ph.D., and Karen Epermanis, Ph.D., Public Personnel Management, Volume 36, No. 1, Spring 2007
On June 23, 2003, the Supreme Court of the United States, in a five to four decision, substantially altered the nature of state imposed affirmative action permissible under the Equal Protection Clause of the Fourteenth Amendment when it held that diversity could serve as a compelling government interest, thus justifying public sector preferential programs. Though this ruling pertained specifically to race-based preferential university admissions, it is likely to have wide ranging implications for all public sector affirmative action programs. One implication may include making it easier to justify state initiated affirmative action by diminishing the requirement to demonstrate the remedial motive behind such action. This article discusses the impact that the Grutter v. Bollinger and Gratz v. Bollinger decisions are likely to have on preferential admissions policies in public higher education.
Source: Nina Williams-Mbengue and Steve Christian, State Legislatures, Vol. 33 no. 4, April 2007
Legislators are seeking answers to difficult questions about race and child welfare.
Thirty-three percent of kids in foster care are African American, but they make up only 15 percent of the child population. Yet federal studies indicate that child abuse and neglect is actually lower for black families than it is for whites.