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Amy Coney Barrett: US Supreme Court Nominee Ruled Using N-Word Doesn’t Make Workplace Hostile, Abusive | Essence

Amy Coney Barrett: US Supreme Court Nominee Ruled Using N-Word Doesn’t Make Workplace Hostile, Abusive | Essence

Amy Coney Barrett, Supreme Court of The United States, SCOTUS, Judicial Advocacy, Racial Bias, KOLUMN Magazine, KOLUMN, KINDR'D Magazine, KINDR'D, Willoughby Avenue, Wriit, TRYB,

BROOKLYN WHITE, ESSENCE

Amy Coney Barrett, the federal judge nominated by President Donald Trump to fill the Supreme Court seat of the late Justice Ruth Bader Ginsberg, is under fire for her conservative—and racist—views.

On Oct. 11, the Associated Press published a report on several of her rulings, which included stances on abortion, guns, voting rights and more. One of the most notable ones concerns the use of the n-word in the workplace, which she determined did not “[create] a hostile or abusive working environment.”

 

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Featured Image, AP Photo/Alex Brandon
Full article @ Essence

 

—  Related

The U.S. Equal Employment Opportunity Commission (EEOC) is a large federal agency that was established via the 1964 Civil Rights Act to administer and enforce civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability, sexual orientation, gender identity, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice.

The EEOC requires employers to report various information about their employees, in particular their racial/ethnic categories, to prevent discrimination based on race/ethnicity. The definitions used in the report have been different at different times.

See Also
James Baldwin, A Letter From A Region In My Mind, African American Literature, Black Literature, KOLUMN Magazine, KOLUMN, KINDR'D Magazine, KINDR'D, Willoughby Avenue, Wriit,

In 1997, the Office of Management and Budget gave a Federal Register Notice, the “Revisions to the Standards for the Classification of Federal Data on Race and Ethnicity,” which defined new racial and ethnic definitions. As of September 30, 2007, the EEOC’s EEO-1 report must use the new racial and ethnic definitions in establishing grounds for racial or ethnic discrimination. If an employee identifies their ethnicity as “Hispanic or Latino” as well as a race, the race is not reported in EEO-1, but it is kept as part of the employment record.

A person’s skin color or physical appearance can also be grounds for a case of racial discrimination. Discrimination based on national origin can be grounds for a case on discrimination as well.

Source – Equal Employment Opportunity Commission (Updated: 10 October 2020) Wikipedia. Available at https://en.wikipedia.org/wiki/Equal_Employment_Opportunity_Commission, (Accessed: 14 October 2020)

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