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Description
A presentation of the Arlington County Human Rights Office, the Equal Employment Opportunity Commission and Arlington TV. Recorded in the Arlington Public Library on July 13 2017.
A
Good
evening
now,
I
know
that
it
is
Thursday.
I
know
that
it's
dinner
time
for
some
of
you,
but
I'm
also
aware
that
there
are
a
lot
of
incredible
people
in
the
room
who
are
strong
advocates
who
are
greatly
concerned
about
the
community.
So
we're
going
to
try
that
one
more
time
and
I
want
to
hear
that
advocacy
voice
come
out
good
evening.
A
That's
the
Arlen's
and
I
know
there
you
go.
My
name
is
Carlos
Velasquez
and
I
am
the
chair
of
the
Human
Rights
Commission,
and
it's
wonderful
to
see
you
all
here.
This
is
our
second
forum
for
this
year
and
we
have
made
a
commitment
through
the
Commission
and
in
cooperation
also
with
the
EEOC,
to
have
forums
in
the
community
as
a
way
of
not
only
talking
about
the
work
we
do
in
the
county,
but
also
about
the
opportunities
there
are
for
people
to
understand
their
rights
and
what
it
means
not
to
be
discriminated.
A
And
it's
interesting
because
I
know
that
we
live
in
a
place
and
environment
where
people
feel
included
for
the
most
part.
But
then
we
understand,
as
we
begin
to
dig
a
little
deeper,
that
there
are
biases,
and
some
of
these
forms
have
really
been
able
to
natee
to
unveil
some
of
those
biases
that
do
exist
and
so
I
think
this
evening
will
be
very
insightful
as
I
just
noticed.
I'm.
The
only
male
up
here
so
I
feel
very
privileged
to
be
allowed
to
be.
Amongst
such
an
amazing
brainpower.
A
A
And
I've
had
the
privilege
of
having
coffee
with
Katie
crystal
our
board.
Liaison
is
been
wonderful
in
the
last
time.
I
think
that
we
engaged
one
another.
She
realized
that
we
have
a
lot
of
connections,
including
her
doggie.
That's
named
bear
if
I
remember
correctly,
and
that
connection
is
that
I'm,
a
big
fan,
and
not
only
of
doggies,
but
especially
there
so
Katie.
Thank
you
for
joining
us
this
evening.
A
There
are
some
a
recent
Pew
Research
Center
poll
showed
that
about
42%
of
all
Latinos
see
some
kind
of
bias
in
the
workplace,
about
71%
of
african-americans
have
sought
some
kind
of
unfair
treatment,
and
then,
when
we
look
at
people
with
disabilities,
the
poverty
rate
is
about
47%
and
only
about
35%
of
all
people
with
disabilities,
who
actually
are
of
an
age
where
they
can
work.
They
actually
hold
a
job.
So
there
are
great
gaps
in
terms
of
opportunities
at
the
national
level
and
I.
B
Good
evening
everybody
I
know
this
is
going
to
be
a
good
night
for
me
because
last
year,
I
was
at
a
presentation
here
and
as
roll
remembered,
my
16
year
old
teenage
son
was
in
the
audience,
and
everybody
asked
really
nice
questions
except.
He
asked
a
really
hard
question.
So
you'll
know
I
have
no
children
with
me
here
tonight.
B
It's
going
to
be
good.
Thank
you
for
including
me
in
this
session
that
you
are
having
today
I.
Think
it's
a
really
important
topic
and
I
thought
I
would
just
share
them
an
overview
of
what
the
EEOC
does
in
enforcing
the
laws
that
prohibit
discrimination
and
employment.
So
I'll
move
kind
of
class,
fast
and
I
know.
There's
going
to
be
time
for
questions
so
I'm
happy
to
answer
any
questions
you
may
have
at
that
point.
B
So
basically,
these
are
the
laws
of
the
EEOC
enforces
title:
seven
of
the
Civil
Rights
Act,
the
Age
Discrimination
Act
Equal
Pay
Act
portion
of
the
Americans
with
Disabilities
Act
and
the
most
recent
law.
We
are
enforcing
the
genetic
information
non-discrimination
Act
and
these
are
the
types
of
discrimination
that
we
cover.
This
is
what
is
covered
under
federal
law
in
terms
of
prohibiting
discrimination
and
employment,
so
race,
color,
sex,
national
origin,
religion,
age.
If
you're,
40
or
older,
our
laws
prohibit
discrimination,
also
against
two
people
with
disabilities.
B
So
one
of
the
primary
barriers
is
people
who
are
just
intending
to
discriminate
against
somebody
because
of
their
race
or
sex
or
disability
or
national
origin
and
age.
We
see
this
in
a
wide
range
of
different
types
of
cases,
and
a
few
of
them
are
listed
here
on
this
slide.
But,
for
example,
if
you're
recruiting
only
at
certain
places
where
you
know
everybody,
there
is
going
to
be
white
or
going
to
be
18
years
old
or
going
to
be
of
a
particular
sex.
B
Then
you
could
be
engaging
in
discrimination
intentionally
based
on
bias
in
recruitment,
and
the
same
kind
of
thing,
of
course,
could
happen
at
the
hiring
stage,
if
you're
only
hiring
people,
in
particular
groups,
for
particular
jobs
or
just
generally
at
your
company.
So
if
a
company
is
just
hiring
women
or
just
hiring
men
or
at
a
restaurant
sayings
only
hiring
people
of
a
particular
race
for
the
back-of-the-house
positions
versus
the
front-of-the-house
positions
and
all
the
bartender's
are
men
and
the
you
know,
servers
are
female
whatever.
Then.
B
B
So
there's
a
wide
variety
of
types
of
discrimination
that
intentional
discrimination
covers.
It
also
involves
harassment.
We
hear
a
lot
about
sexual
harassment
cases
and
there
we
receive
a
lot
of
them.
There's
other
types
of
cases
too:
racial
harassment,
disability,
harassment,
national
origin,
harassment
where
someone
again
is
intentionally
targeting
someone
for
a
particular
treatment
because
of
who
they
are
the
color
of
their
skin,
their
gender
etc.
B
The
another
type
of
case
that
we
have
is
where
the
barriers
not
so
much
intentional
discrimination,
but
some
sort
of
neutral
policy
or
practice
that
disparately
impacts
a
particular
group.
So
if
an
employer
has
a
policy
that
was
some
employers
used
to
have
more
so
in
the
past
like
that,
they
wouldn't
hire
anybody.
B
Who's
ever
been
arrested,
okay
well
in
certain
communities
that
has
a
huge
impact
on
the
ability
of
people
in
a
particular
racial
group
or
national
origin
group
to
get
hired
or
maybe
a
gender
group
to
maybe
it's
a
combination
of
those
so
the
policy
itself,
we
won't
hire
people
who
have
been
arrested
that
doesn't
sound,
biased
right.
It's
not
like.
We
won't
hire
people
in
a
particular
racial
group
or
gender
group,
but
it
has
the
impact
of
excluding
a
bunch
of
people
from
a
particular
job.
B
There
are
other
examples
too,
like
if
an
employer
only
hires
people
of
a
certain
height,
and
maybe
that
has
a
disparate
impact
on
women
or
on
certain
national
origin
groups,
or
only
hires
people
with
certain
with
a
high
school
diploma.
Only
hires
people
with
certain
credit
rating
is
an
issue.
That's
in
the
news
right
now,
only
hires
people
with
certain
kinds
of
accomplishments
went
to
certain
schools.
B
So
disability
is
the
most
commonly
thought
of
one
where
you
might
have
to
provide
special
equipment
or
you
might
have
to
slightly
adjust
the
non-essential
functions
of
someone's
job
or
or
provide
some
sort
of
physical
accommodation
in
the
workplace
or,
and
the
failure
to
do
these
things,
of
course,
could
be
a
huge
barrier
to
somebody
who
has
a
disability.
Lots
of
different
types
of
disabilities
and
I
thought
I
would
just
mention.
There's
also
an
obligation
for
employers
to
provide
some
kind
of
accommodation
for
religion.
B
So
a
person
who
needs
to
have
breaks
for
prayer
or
time
off
for
religious
observance
or
there's
a
wide
range
of
different
kinds
of
religious
accommodations
and,
in
both
cases,
whether
it's
a
person
with
a
disability
or
a
person
or
based
on
a
religious
need,
can
request
an
accommodation
and
they're
automatically
entitled
to
it.
It
has
to
be
something
that
would
be
effective
and
for
disability
allowed
them
to
be
able
to
do
the
job
and
the
employer
doesn't
have
to
do
anything.
You
can't
come
in
and
say
you
know.
I
would
really
like
this.
B
You
know
humongous
screen
on
my
wall
mounted
and
I'd,
also
like
it
in
the
conference
room,
because
some
I
work
there,
and
you
know
you
can't
have
anything,
but
you
you're
entitled
to
what
you
need
to
be
able
to
do
the
job
that
you
were
hired
to
do
unless
it
would
cause
the
employer
an
undue
hardship
so
that
the
failure
to
accommodate
is
another
barrier.
These
are.
B
B
That
is
one
of
the
top
priorities
of
the
Commission
right
now,
I
just
thought,
I
mentioned
briefly:
an
individual
can
file
a
charge
with
EEOC.
In
most
instances
you
have
300
days
to
do
that.
There
are
a
few
exceptions
to
that,
but
in
our
area,
where
there's
where
the
type
of
discrimination
is
covered
by
a
state
or
local
law
that
you
have
300
days,
otherwise
the
deadline
is
180.
Once
a
charge
is
served,
we
send
it
to
the
employer
within
10
days,
we're
now
in
a
new
scheme
where
we're
serving
these
almost
always
electronically.
B
Here's
some
highlights
of
our
program.
It's
free!
It's
confidential,
it's
voluntary!
It's
fast
and
those
things
along.
You
don't
necessarily
have
to
hire
a
lawyer
and
write
a
whole
big
position.
Statement
and
explain.
You
can
just
come
in
work
together,
resolve
it
about
75%
of
the
charges
that
go
into
our
mediation
program
resolves
successfully.
B
These
are
the
kinds
of
things
we
might
be
doing
during
an
investigation,
sending
a
request
to
the
employer
for
information,
getting
data
talking
to
people
visiting
the
employers
location
in
some
cases,
sometimes
bringing
the
parties
into
our
office
and
holding
a
conference
where
we
try
to
talk
to
everyone
and
figure
out
what
the
facts
are
different
ways.
We
may
resolve
a
case.
Many
of
our
cases
settle
some
in
our
mediation
program
that
I
mentioned
a
moment
ago.
In
some
cases,
we
don't
think
there's
sufficient
evidence
of
discrimination.
We
issue
a
right
to
sue.
B
The
person
can
go
to
court
on
their
own
and
in
some
cases
we
think
it
is
more
likely
than
not
that
there
was
discrimination.
We
issue
what's
called
a
reasonable
cause
finding,
and
then
we
begin
conciliation
where
we
make
an
effort
to
work
with
the
parties
and
settle
the
case
or
something
which
we
think
is
appropriate
relief,
and
if
we
can't
achieve
that,
we
may
litigate
the
case
ourselves
in
federal
court.
And
finally,
these
are
the
remedies
that
are
available.
B
People
are
entitled
essentially
what
they
would
have
had
if
they
hadn't
been
discriminated
against,
such
as
the
pay
that
they
lost
when
they
were
fired
or
the
pay
that
they
were
denied
when
they
were
paid
lower
wages
based
on
sex
or
race
or
whatever
it
may
be
under
several.
The
statutes
we
enforce
there
may
also
be
compensatory
and
punitive
damages
which
are
determined
by
how
big
the
company
is,
the
bigger
the
companies,
the
more
likely
that
the
cap
of
$300,000
could
be
a
change
and
then
also
non-monetary
relief
changes
in
policies.
B
It's
an
accommodation
case
under
the
Americans
with
Disabilities
Act.
We
might
want
a
new
ad,
a
policy
and
new
procedure,
a
new
person
designated
as
the
person
you,
you
request,
an
accommodation
from
we
try
to
be
clever.
Maybe
it's
too
strong
but
smart
about
what
what
would
fix
the
problem,
not
only
for
this
person
but
for
the
next
person
who
may
be
in
that
situation,
so
it
could
be
policy
changes.
B
It
could
be
procedure,
changes
new
new
policies
and
training
for
folks
so
that
they
know
what
the
law
is
and
how
to
comply
with
it
in
the
future.
So
that's
a
brief,
quick
overview
of
everything
we
do
and
as
long
as
we
don't
you
don't
ask
any
hard
questions,
we're
going
to
have
a
really
good
night.
Thank
you.
A
A
C
C
Looking
at
questions
of
immigrant
inclusion
and
exclusion,
not
just
in
the
Washington
Metropolitan
Area,
but
other
parts
of
the
world,
so
I'm
going
to
give
you
a
quick
visual
tour
of
some
of
the
patterns
that
have
I
observed
some
quick
observations
about
barriers,
immigrants
faced
and
then
move
on
and
let
the
rest
of
this
panel
speak.
Can
you
see,
then,
all
right?
I,
let
us
be
clear:
Metropolitan
Washington
is
a
major
immigrant
gateway.
C
So
if
you
want
to
dress
discrimination
that
women
and
minorities
face
you,
you
better
look
at
the
immigrant
community,
and
this
is
a
tape
chart
which
I
guess
you
can
you
see
the
bottom?
Probably
can't
the
basic
idea
is
that
from
1970
1980,
very
small
immigrant
population
and
it
really
began
to
surge
in
from
92
2010,
and
so
the
the
Washington
area
that
people
knew
say
forty
years
ago
has
completely
changed
and
I'm
sure
all
of
you
have
had
that
experience
in
your
life
in
terms
of
the
diversity
of
people.
C
Here
in
this
graph,
your
I
was
just
trying
to
designate
again
the
metro
area,
DC
the
inner
core
inner
suburbs
and
outer
suburbs
and
far
suburbs,
and
then
in
this
table
to
point
out
that
comparing
the
growth
between
2000
and
2013,
that
foreign-born
population
increased
by
about
50
percent
in
the
metro
region,
but
actually
Arlington
and
that
time
lost
population
in
terms
of
foreign-born
and
I,
don't
think
that's
for
any
discriminatory
practices.
I
think
it's
about
the
gentrification
of
Arlington.
C
It's
become
this
used
to
be
a
first
place
that
immigrants
came
to
think
of,
say
that
arrival
of
Vietnamese
in
the
70s
or
other
groups,
and
now
because
of
the
price
at
one
point,
I
think
Arlington
County
got
to
about
22%
foreign-born
and
we're
probably
more
like
at
16%
foreign-born,
so
we're
now
slightly
below
the
regional
average.
But
the
other
important
thing
is
some
of
the
outer
suburbs,
like
a
Loudoun
County
spend
in
the
news
or
Prince.
D
C
problem,
it's
in
a
lot
of
places
so
and
to
counter
that
there's
some
really
interesting
demographic
trends.
So
this
is
just
comparing
native-born
foreign-born
and
that
data
is
a
couple
years
ago
from
the
American
Community
Survey,
and
this
map
just
basically
shows
that
concentrations
of
foreign-born,
but
on
average
the
foreign-born
are
foreign-born,
are
a
little
older
than
the
native-born.
A
little
higher
married
couples
with
family
average
family
size.
C
A
little
larger,
a
little
less
with
having
bachelor's
degrees
but
and
a
little
less
with
master's
degree,
but
again,
very
high
levels
of
education,
pretty
high
income
levels,
owner
occupancy
houses
again
a
little
less,
but
not
that
much
less
and
speak
language
other
than
English.
Of
course,
the
foreign-born
have
a
very
high
level
of
that.
Eighty-Two
percent
versus
ten
percent
for
the
native-born,
the
one
socio-economic
variable
that
really
stands
out
is
there's
thirty,
eight
percent.
That
say
they
don't
speak
English
very
well
at
all.
C
So
one
of
the
advantages
what
metropolitan
washington
has
and
so
does
arlington,
and
is
that
we
have
in
general,
not
all
immigrants
have
attracted
fairly
high,
skilled,
fairly,
well-educated
and
and
overall
in
terms
of
income
earnings.
They've
done
all
right
now.
This
isn't
everybody
but
aggregate,
and
that's
not
the
message
that's
out
there
in
the
media
and
so
I
think
that's
important
to
keep
in
mind.
C
Some
work
on
entrepreneurship
amongst
immigrants
and,
interestingly,
almost
all
foreign-born
have
much
higher
rates
of
self-employment
and
and
I
think
that's
a
driving
spirit,
but
there's
also
an
experience
of
blocked
mobility,
and
that
is,
if
you
can't
get
that
job,
then
you
make
your
own.
And
so
this
is
a
strategy.
It
sometimes
works
and
but-
and
it
leads
to
many
immigrant
communities-
actually
creating
businesses
and
and
building
being
important
economic
contributors,
but
it
isn't
maybe
always
there
for
their
first
choice.
C
The
points
that
Mindy
made
biases
about
religion,
language,
ethnicity,
race,
all
potentially
there,
the
other
very
different
one-
is
legal
status
that
the
foreign-born
face.
So
it
isn't
the
obvious
one
that
people
think
about
maybe
you're
undocumented,
but
there's
visas.
You
can
come
in
that
say
an
h-1b
visa
where
the
person
receives
the
visa
can
work,
but
the
spouse
cannot.
C
It's
pretty
stunning
Arlington
does
quite
well
in
that
regard,
and,
and
so
does
Northern
Virginia.
But
there
are.
There
are
issues
and
challenges.
I
was
reading
this
The
Economist
a
couple
nights
ago
and
I
came
apostacy
graphic
and
it
stopped
me
in
my
tracks.
This
was
I
think
of
ten
days
ago.
This
came
out
so
the
question
is
asked-
and
this
is
a
national
survey
between
October
of
this
year
and
March
thousands
of
people.
C
And
yet
this
political
moment
we're
in
there
is
a
significant
population,
mostly
white,
that
feels
somehow
their
status.
Their
place
is
been
challenged,
and
that
explains
some
of
this
reactive
politics.
But
at
the
same
time
it
makes
it
very
hard
to
have
these
conversations
about
being
more
inclusive
of
difference
of
minorities,
of
women.
C
Fortunately,
there's
a
big
blue
line
at
the
bottom
of
the
graph.
You
can't
say
it
where
people
think
this
is
not
important
at
all
and
they're
Democrats,
but
you
when
you
look
at
this,
you
realize
this
is
the
challenge
that
we're
facing
right
now
and
then
briefly,
the
kind
of
work
I've
been
doing
in
mapping.
This
is
a
map
showing
the
distribution
of
Asian
foreign-born
in
the
metro
area
is
looking
at
spatial
inclusion.
Where
do
people
live?
Where
do
they
invest,
whether
they
recreative
or
inclusive
or
not?
C
There's
all
sorts
of
strategies
of
political
inclusion.
Arlington
County
has
made
the
ASP.
Has
this
aspirational
vision
to
be
a
diverse
and
inclusive
world-class
urban
community
and
I
applaud
that
agenda?
There
are
many
ways
to
do
this.
Not
a
city
can't
give
a
path
to
citizenship,
but
a
county
can
allow
voting
and
local
elections,
for
example,
it
is
done.
How
do
you
create
opportunities
for
for
local
so
that
the
foreign-born
who
become
citizens
could
feel
invested
enough
to
be
leaders?
C
Economic
inclusion
for
a
lot
of
foreign-born,
particularly
if
they
come
from
very
poor,
developing
countries,
just
understanding
financial
literacy,
banking?
This
is
I
know,
work
that
Arlington
does
in
other
jurisdictions,
entrepreneurship
and
training,
explaining
loan
systems
and
minority
opportunities.
These
are
all
some
of
the
ways
that
both
lending
facilities
and
businesses
can
foster
greater
economic
inclusion
and
one
of
the
things
that
I've
found
in
my
research
is
that
places
like
this
public
libraries
are
vital
to
cultural
and
social
inclusion,
the
resources
they
provide
the
facilities.
C
But
there
are
other
ways:
outreach
in
multiple
languages,
making
recreational
sites,
sports
leagues,
those
sorts
of
things-
I'll
become
really
important
in
building
a
sense
of
we
and
then,
in
terms
of
institutional
inclusion.
Immigrant
groups
often
have
very
strong
institutions.
They
might
be
tied
to
churches,
they
might
be
ethnically
based
as
business
associations
but
anyway,
that
Chamber
of
Commerce
minority
business
organizations
reach
out
and
foster
entrepreneurship
and
business
makes
for
stronger
opportunities
for
newcomers
and
then
lastly,
I
couldn't
help
but
put
in
a
plug
for
the
dream
project.
C
Do
any
of
you
know
about
that
organization
emma
via
LED
sanchez,
a
former
school
board
member
and
chair
of
the
founder,
and
we
work
with
immigrant
youth,
particularly
those
whose
legal
status
creates
barriers
to
higher
education
on
June
16th
at
Wakefield
high
school,
we
gave
out
77
scholarships
to
immigrant
youth
going
to
universities
in
Virginia,
mostly,
and
it's
an
ongoing
effort
at
a
very
direct
effort
to
be
inclusive,
particularly
to
youth
that
are
really
in
need
of
support.
Thank
you
very
much.
A
Thank
You
dr.
price,
now
we're
going
to
follow
the
program,
as
the
speakers
are
listed
and
Andrea
Johnson
is
with
equal
justice
works.
Fellow
and
a
National
Women's
Law,
Center
and
I
was
reading
her
biologist,
incredible
and
very
impressive
credentials,
but
two
things
stuck
out
for
me:
one
that
she
went
to
Columbia,
Law
School
and
the
other
part
is
that
she's,
a
proud
Midwestern
er
from
Minnesota,
specifically
and
I,
actually
spent
some
time
in
Minnesota
and
I
knew
I
was
at
a
place
that
was
very
different.
A
The
very
first
time
I
landed
in
Minnesota
and
for
those
of
you
who
fly
off-
and
you
understand
this
phenomenon
that
at
the
moment
the
little
beep
bill
goes
off
on
a
plane.
People
to
stand
up
really
fast
to
get
out
of
the
plane
as
slippery
as
possible
right,
but
not
in
Minnesota.
People
just
took
their
time
and
I
stood
up
really
fast.
I
thought.
Why
isn't
anyone
moving
because
people
of
Minnesota
are
very
nice
and
Andrea?
E
D
Be
excited
about
that
sometimes
I
feel
like
I'm,
the
only
one
but
I'm
actually
about
to
move
to
Virginia
in
a
few
weeks
to
Alexandria
and
Arlington.
Sorry
about
that,
but
excited
to
see
that
I'm
in
the
inner
core
I
keep
telling
my
partner
you're
taking
me
out
to
the
suburbs.
How
could
you-
but
this
is
the
inner
core,
so
it's
beautiful
here.
Yes,
as
you
said,
I'm
at
the
National
Women's
Law
Center
I
am
on
our
workplace
justice
team.
D
If
you're
not
familiar
with
the
National
Women's
Law
Center,
it's
a
non-profit
up
in
DC,
that's
been
around
since
1972,
and
we
work
to
defend
the
legal
rights
and
opportunities
of
women
and
girls
and
to
help
women
and
families
achieve
economic
security.
We
do
that
through
working
on
a
variety
of
issues,
because
women
have
live
a
holistic
lives.
We
are
not
all
just
focused
on
economic
security,
so
we're
Pope,
also
in
education,
sexual
assault
on
campus
reproductive
rights
and
health,
child
care
issues
like
equal
pay
and
the
changing
face
of
the
workplace.
D
Things
to
that
effect,
and
so
I
thought
I'd
touch
briefly
a
little
bit
on
the
work
we
do
in
regards
to
equal
pay
and
pregnancy,
accommodations
and
start
by
just
mentioning
what
the
wage
gap
is
in
Virginia,
since
this
is
a
number
that
really
represents
a
lot
of
things
and
so
I'd
like
to
unpack
that
in
Virginia
today,
if
we
look
at
women
of
all
races,
women
overall
women
in
Virginia
makes
78
cents
for
every
dollar
paid
to
men.
That's
two
cents
lower
than
the
national
average,
but
it's
a
very
different
story.
D
If
we
look
at
women
of
color
who
experience
intersectional
discrimination,
so
their
race
and
gender
are
plain
interacting
in
a
way
that
means
that
they
confront
a
lot
more
discrimination
for
black
women
in
Virginia,
they're,
making
60
cents,
6-0
60
cents
for
every
dollar
paid
to
white,
non-hispanic
men
and
Latinas,
it's
53
cents.
Those
are
very
low
numbers
and
I.
Don't
have
the
numbers
here
in
front
of
me,
but
we
have
some
great
fact
sheets
on
the
national
men's
Law
Center
website
that
talks
about
what
that
means
of
our
lifetime
and
those
numbers
for
Latinos.
D
For
example,
that
means
one
upwards
of
1
million
dollars
are
lost
the
wage
gap
over
a
lifetime.
This
is
a
significant
financial
impact,
as
I
said,
I
want
to
unpack
what
goes
into
the
wage
gap.
I
know,
there's
a
lot
of
naysayers
about
the
wage
gap.
Sometimes
it's
a
good
number
to
kind
of
discuss
all
the
different
discrimination
that
women
face
in
the
workplace
and
in
life.
As
many
discussed,
you
know
there's
a
lot
of
intentional
discrimination.
D
D
Yeah
the
studies
showing
that
mothers
are
recommended
for
lower
starting
salaries
because
they're,
as
I
said
before,
that
received
as
less
competent,
less
likely
to
and
they're
less
likely
to
be
recommended
for
higher
than
non
mothers
and
the
sex
for
fathers
are
actually
the
opposite.
Fathers
are
recommended
for
significantly
higher
pay
and
perceive
as
more
committed
to
their
jobs
than
non
fathers.
So
in
Virginia
and
2015
mothers
only
made
sixty-seven
cents
for
every
dollar
page
of
fathers.
So
there's
a
lot
of
these
biases
that
are
working
against
and
the
equal
pay
laws
out
there.
D
Equal
Pay,
Act
and
Title
7
helped
to
fight
against
that,
but
there
are
of
practices
that
employers
use
as
many
beseen
appear
neutral,
but
actually
have
a
discriminatory
impact
and
one
of
them
that
we're
focusing
on
a
lot
recently.
That's
the
sort
of
exciting
new
area
of
law.
Is
the
question
about
salary
history,
I,
don't
know!
If
anybody's
been
following
this
as
a
assume
you
don't
a
lot
of
Twitter
feeds
that
are
all
equal
pay.
D
All
the
time
like,
but
Massachusetts,
passed
a
law
last
year
saying
that
employers
cannot
ask
the
salary
history
question
in
an
interview
and
that's
because
when
that
questions
asked
that
perpetuates
gender
pay
disparities
that
women
and
men
have
experienced
throughout
their
lives
and
it
forces
a
woman.
Who's
experienced
pay
discrimination
at
a
prior
job
to
carry
that
discrimination
with
her
throughout
her
career,
and
that's
just
not
fair,
and
it's
really
not
a
question
that
most
employers
need
I.
Think
employers
like
to
have
as
much
information
as
they
can
get
and
they'll
point
to
you
know.
D
So
the
impact
we're
really
concerned
about
is
that
women
on
average
come
in
with
lower
wages
than
men
that
they're
being
compared
against
in
interviews
and
when
you're
asking
that
question
it's
going
to
result
in
your
setting
pay
based
on
that,
it's
going
to
result
in
women
having
lower
lower
pay
and
I.
Don't
know
how
much
time
you
want
me
to
talk
here,
I'll,
just
kind
of
sum
up
a
little
bit,
some
of
the
other
dynamics
that
so
those
those
neutral
practices
like
that
are
in
regards
to
pay.
D
There's
also
the
fact
that
women
are
there's
a
lot
of
barriers
such
as
sexual
harassment,
that
prevent
women
from
getting
into
a
higher
pain,
non-traditional
jobs
like
construction
or
some
of
the
stem
professions.
There
is
a
lot
of
hazing
and
harassment
that
happens
and
that's
a
whole
thing
that
I
could
speak
at
length
about
as
well
and
those
those
berries
are
very
real
I
mean
we
work
a
lot
with
women
in
trade,
so
construction,
plumbers,
steel
workers,
things
like
that,
and
it's
like
going
back
to
the
1950s.
D
D
It's
really
hard
to
schedule
childcare,
sorry
to
take
a
class,
it's
hard
to
have
a
second
job
and
women
still
shoulder
the
majority
of
caregiving
responsibilities.
So
that
makes
it
really
difficult
for
women
to
make
the
money
that
they
need
to
make
to
support
their
families
and
to
care
for
their
families
still
so
put
some
into
these
impossible
positions,
and
then
things
like
pregnancy,
accommodations,
especially
in
those
low-wage
jobs,
are
really
hard
to
come
by.
You
might
have
a
worker
working
at
a
big
retail
store
who
is
pregnant
and
needs
a
bottle
of
water.
D
It's
super
important
to
stay
hydrated
while
you're
pregnant,
so
you
don't
get
a
UTI
or
while
you're,
if
you're
breastfeeding,
while
you're
lactating
is
also
very
important
to
stay
hydrated
for
that
whole
process
and
employers
will
say
you
know
it's
our
policy
that
you
can't
have
a
bottle
of
water
at
your
workstation
and
so
that,
if
you
don't
get
one
and
because
you've
made
the
request,
we're
just
going
to
put
you
on
unpaid
leave
or
we're
going
to
fire
you,
and
so
that's.
We
get
a
lot
of
calls
to
the
sex.
D
You
know
it's
not
always
a
water
bottle,
and
sometimes
it's
asking
for
light
duty,
because
you
have
a
lifting
restriction.
Things
like
that.
Where
there's
no
effort
made
to
accommodate
that
person,
you
know,
despite
the
fact
that
the
Pregnancy
Discrimination
Act
says
you
can't
discriminate
based
on
pregnancy
or
related
medical
conditions
like
lactation,
and
you
need
to
treat
pregnant
workers
same
as
those
who
might
need
accommodations
because
of
another
inability
to
work.
D
A
lot
of
these
workers
are
not
and
accommodations
they
need,
and
that
leads
to
them
being
kicked
out
of
work
and
at
a
time
when
their
financial
needs
are
growing
so
could
go
on
and
on.
There's
lots
of
different
dynamics
that
play
into
women
being
placed
in
this
position
of
less
economic
security,
despite
all
of
their
best
efforts
to
get
ahead
to
have
a
job
and
some
happy
answer,
questions
about
the
work
we
do
but
Thank.
A
Latoya
Bell
is
a
senior
staff
attorney
to
Washington
lawyers
committee,
and
it's
great
to
see
you
here.
I
know
that
you
also
host
the
knowing
your
rights
presentations
with
the
ACLU
of
Maryland
and
Latoya.
Who
can
tell
us
a
little
bit
about
give
us
some
take-home
messages
about
what
employers
can
do
in
relation
to
fighting
discrimination
and
ending
bias.
F
So
I'm
a
senior
staff
attorney
with
the
Washington
lawyers
committee
and
prior
to
that
position
we
were
the
employment
justice
center,
decent
employment,
Justice
Center,
and
we
won
our
workers
rights
clinics
and
when
they
asked
me
what
would
I
present
on
I
said:
criminal
convictions,
the
impact
of
a
liminal
conviction
on
employment
as
a
barrier
and
given
my
background
that
makes
sense,
I
served
as
a
public
defender
on
the
Eastern
Shore
of
Maryland
for
four
years,
and
people
would
ask.
How
can
you
represent
those
people?
F
So
I
represented
those
people,
because
I
knew
the
collateral
consequences
of
that
conviction
and
the
impact
of
a
conviction
has
different
effects
in
different
jurisdictions:
different
states,
but
a
place
like
the
Eastern
Shore.
Where
there's
no
industry,
the
impact
is
devastating.
The
only
employers
there
are
chicken
plants,
primarily
Tysons
Perdue,
emic
farms
and
things
of
that
store,
and
so
the
impact
of
the
conviction
becomes
cyclical
because
once
you're
convicted,
even
after
you
serve
your
time,
just
probably
a
fine
assess
and
then
there's
probation
if
you're
supervised,
it's
a
fee
that
you
pay
monthly.
F
And
so,
if
you
don't
pay
your
fees
behind
what
happens
brought
in
for
a
violation
of
probation
and
you're
incarcerated
and
it
starts
all
over
again
now
there
are
28
states
that
have
passed
banned,
the
box
initiatives
which
doesn't
prohibit
the
employer
from
asking
about
it,
but
it
changes
the
process.
So
it
removes
the
question
or
is
required
to
be
removed
from
applications
and
once
a
conditional
offer
of
employment
is
made
available
or
made
to
the
worker,
then
the
employer
can
discuss
or
dig
into
the
facts
behind
the
criminal
conviction.
F
However,
in
DC
and
that's
primarily
where
our
focus
has
been
as
the
employment
justice
center
there's
a
balancing
test
and
so
they're
factors
that
the
employer
needs
to
consider
when
discussing
the
conviction,
the
duties
and
tasks
of
the
specific
job
assignment
as
it
relates
to
the
conviction
the
function.
Excuse
me,
the
age,
how
much
time
has
elapsed.
Things
like
that
and
in
DC
the
only
relief
for
individuals
where
there's
violations
is
the
sanction
and
a
portion
of
the
sanction
can
be
awarded
to
the
worker.
F
What
we're
pushing
for
and
encouraging
more
states
and
jurisdictions
to
do
is
allow
a
private
right
of
action
and
allow
individuals
to
sue
for
damages
in
DC
there's
a
little
bit
added
protection,
because
returning
citizens,
as
they're
called,
are
protected
class
under
the
DC
Human
Rights
Act,
and
when
you
leave
a
place
like
DC
and
you
go
to
a
place
like
the
Eastern
Shore.
You
appreciate
that
protection
all
much
more.
F
How
many
people
know
who
Sean
complet?
Is
you
probably
heard
the
story
on
social
media
he's
a
young
man
who
was
convicted
of
robbery?
He
is
now
professor
at
Georgetown,
Law
School,
but
he's
a
white
male.
So
we're
talking
about
leveling
the
playing
field.
Think
about
that
circumstance
that
situation,
if
that
was
a
woman
or
person
of
color
or
a
latino.
So
that's
what
I'm
encouraging
employers
to
do.
A
G
G
So
an
advocate
working
in
social
justice
issues
and
issues
of
equality.
So
it's
always
been
in
the
background
of
what
I've
done.
So
I've
done
lots
of
things
that
you
probably
don't
have
time
to
hear
about,
but
a
frame
would
be
started
out
in
corporate
America
EAL
from
Tibetan
I
was
a
human
resources
director
in
the
private
sector.
G
Then
I
went
on
to
move
to
DC
from
from
the
New
York
area
and
I
before
that,
actually,
the
diversity
sort
of
evolved
so
I
started
working
on
diversity,
so
I
was
head
of
diversity
and
a
couple
companies
and,
and
so
I've
been
back
and
forth
in
internal/external
in
terms
of
working
with
employees
and
working
with
clients,
and
so
now
I
do
a
lot
of
consulting
so
I.
Do
training
and
advocacy
work,
social
justice
and
so
forth.
G
So
actually,
I've
thought
a
lot
about
this,
because,
in
addition
to
again
doing
a
number
of
things
that
I've
mentioned,
you
are
also
an
academic
I
like
doing
a
lot
of
research,
I'm,
always
researching
something
and
many
times
it
has
to
do
with
the
issues
of
social
justice.
So
so
I
think
there's
there
different
levels
of
issues
as
it
relates
to
minorities
in
particularly
because
I
think
it's
different
for
women,
not
that
it
isn't
that
women
don't
have.
G
Those
have
have
issues
as
well,
but
I
think
the
issues
are
different
for
women,
especially
if
the
woman
is
not
an
ethnic
minority.
So
I
think
access
is
important
and
that's
that
would
be
level
one
and
and
usually
those
are
individuals
who
don't
have
experience
may
have
not
have
graduated
from
college.
In
some
cases
may
not
even
graduated
from
high
school,
and
so
just
getting
access
into
the
workplace
into
the
workforce
is
difficult
for
them.
So
some
of
their
barriers
are
going
to
be
different
than
various
for
someone
who
has
got
a
college
degree.
G
They
may
have
issues
of
just
skills
issues,
childcare
issues,
training
issues
because
they
just
haven't
had
much
training
access.
They
may
have
transportation
issues,
so
it's
going
to
be
difficult
for
them
because
they
may
not
be
able
to
get
to
work.
I
mean
I.
Have
anyone
to
watch
for
your
children,
so
I
think
that's
one
level.
The
second
level
would
be
talent
and
talent
factors,
and
that
would
be
an
individual
who
graduated
from
college.
G
Let's
say
maybe
a
recent
graduate
or
they
graduated
three
years
ago,
and
so
they're
really
fighting
the
competition
to
get
that
job.
So
it's
competition
is
a
barrier
for
them,
recruit
ability,
employability
because
they're
looking
now
they're
fighting
with
a
whole
bunch
of
other
folks
in
the
workplace
and
the
work
in
the
workforce
that
have
similar
kinds
of
backgrounds,
so
I
think
that's
probably
a
really
crucial
point.
G
G
So
you're
talking
about
Chi
mentoring
and
coaching
you're,
talking
about
basic
skills,
training,
you're,
talking
about
succession
planning
really
making
certain
that
individuals,
especially
individuals
who
women
and
minorities
may
get
talked
about
in
meetings
that
are
important
where
people
are
talking
about
development
and
promotions
and
so
forth.
So
I
think
those
kinds
of
programs
are
critical
and
not
just
for
window
dressing.
G
That's
a
really
good
start
for
an
organization
as
well.
As
you
know,
training
and
diversity
training
comes
into
play
and
I
heard
what
Marie
said
about
right.
You
know
the
survey
that
you
did
about
what
believing
that
there's.
You
know
that
they
deserve
to
have
certain
programs
I
guess,
because
there
are
laws
there
that
are
unfair
to
them.
G
So
that's
interesting
to
me:
I
have
to
think
about
it,
some
more
because
that
also
comes
into
play
in
organizations
when
you're
trying
to
do
diversity
work,
because
whites
often
feel
that
they're
being
slighted
so
so
so
I
would
give
some
credence
to
that.
But
I
really
need
to
know,
know
more
about
that
so
I'm
going
to
look
into
it,
so
bottom
line
is
I.
Think
that
if
you
have
again
put
those
clubs
in
place,
I
think
that
if
you
are
serious
about
them
you
have
checks
and
balances.
You
have
accountabilities
for
managers
and
supervisors.
G
A
A
C
E
To
wnl
right
across
the
street
over
there
and
then
obviously
I
still
live
in
Arlington
now,
but
I
did
spend
some
time
away.
I
haven't
been
here
my
whole
life
and
for
me,
mentorship
has
been
important
in
a
variety
of
ways.
I've
purposefully
sought
out
different
types
of
mentors.
I've
sought
out
women
I
sought
out.
E
You
know
black
professionals
oftentimes
in
my
line
of
work,
it's
hard
to
get
both
at
once
so
yeah.
A
couple
and
I
think
that
formal
mentorship
is
is
really
a
key
factor.
Kind
of
piggybacking
off
of
what
Wanda
said
too,
is
that
I,
while
I
think
that
the
formal
mentorship
is
important?
It's
equally
important
to
recognize
what
else
is
happening
that
you
don't
know
about?
Somebody
gave
me
a
great
quote
once
and
I,
don't
quite
remember
all
of
it,
but
it
the
gist.
Is
it's
not
just
what
you
get?
E
A
H
H
She
was
able
to
find
another
job,
but
not
quite
comparable
to
what
she
had,
but
not
having
to
commute
quite
as
far
but
I.
Just
remember
the
anxiety
that
she
went
through
having
to
deal
with
that.
I
guess
I
can
ask
this
question
how
many
of
you
are
familiar
with
the
Department
for
aging
related
services
or
DARS
anybody
ever
heard
of
who
we
are
see
you
people,
okay,
all
right!
So
it's
okay
to
take
okay,.
H
I'll
do
the
the
sixty
second
tour
here
we
are
Virginia's
public
location,
rehabilitation
and
our
primary
mission
is
to
create
the
culture
for
persons
with
disabilities
to
move
into
successful
employment.
um
Little
history
of
VR
VR
actually
wasn't
an
outgrowth
of
the
Veterans
Administration
when
many
of
the
veterans
are
coming
back
from
World
War.
Two
with
you
know,
battle
injuries
and
all
that
and
wanting
to
you
know,
go
through
some
type
of
Rehabilitation
and
training
to
get
back
into
the
workforce
and
then
out
of
that
back
in
the
late
40s
on
came
public
VR.
H
For
a
number
of
years
we
were
department
for
rehabilitative
services
and
then
about
maybe
three
or
four
years
ago
we
came
under
the
umbrella,
joining
the
Department
for
aging
and
the
Department
of
relative
rehabilitative
services
say
that
fast
and
obviously
o'clock
at
night
and
kind
of
joining
under
one
umbrella,
with
two
divisions
I'm
with
the
division
of
rehabilitative
services.
And
again
you
know
our
job
is
to
help
persons
with
disabilities
find
gainful
employment.
Now,
let
me
just
say
a
couple
of
things
about
that:
first
of
all,
I
hate
the
word
disabilities
and
I.
H
So
basically,
they're
saying
you
can't
work
well,
if
you
take
their
definition
and
then
you
know
put
that
definition
out
there
in
the
the
work
in
today's
workforce,
you
have
a
lot
of
businesses.
You
know
HR
people
and
hiring
managers
that
ask
that
question.
Well,
can
they
work
you
know
and
so
part
of
what
we
do
as
an
agency
is
to
educate
the
business
community
on
what
disabilities
are
and
what
they
aren't.
You
know
I
love
all
the
regulations
and
rules.
You
know
the
EEOC
love
the
EEOC
people
and
any
well.
H
Do
people
appear
I've
learned
a
lot
to
sitting
on
this
panel.
Unfortunately,
rules,
don't
change
people's
attitudes?
Okay,
that's
the
sad
part
about
it,
but
the
rules
to
kind
of
help
people
do
the
right
thing
most
of
the
time,
and
so
you
know
so
we
you
know
we
educate.
You
know
the
business
community
on
all
of
the
possibilities
of
hiring
people
with
disabilities.
Most
persons
with
disabilities
acquired
that
disability
later
in
life,
there's
only
a
small
percentage
of
people
that
were
actually
born
with
congenital
disabilities.
H
You
know
the
child,
the
person
who
spurns
a
birth
defect
or
the
person
that
you
know
has
an
election
disorder
person
that
maybe
was
born
without
a
limb
Moute.
The
majority
of
people
with
disabilities
acquire
those
disabilities
later
in
life,
and
you
think
about
some
of
the
notables
like
the
late
Christopher
Reid,
the
man
that
played
Superman
horse
riding
accident
in
Charlottesville
and
the
rest
is
history.
H
Okay,
so
so
you
know
those
are
things
and
as
the
population
is
living
longer,
you
know
you're
there,
you
know,
probably,
and
in
the
nation
today,
you're
probably
into
the
workforce,
I
would
say
about.
Probably
fifteen
percent
of
the
workforce
and
America
are
people
that
have
some
type
of
disability,
because
a
person
with
a
hearing
impairment
that,
whereas
being
in
their
ear
the
hearing
aid,
is
a
person
with
a
disability.
Now
you
know
back
thirty
years
ago,
they
look
like
you
know
they
were
wearing
a
bomb
because
all
these
cords
hooked
up
to
the
ear.
H
Now
a
hearing
aid
is
probably
no
bigger
than
my
thumbnail
and
they
work
in
there.
You
would
never
know
all
these
folks
are
here
that
are
wearing
glasses,
wearing
glasses
could
be
considered
a
disability
again,
depending
on
what
level
of
vision
impairment
you
have.
Okay,
so
probably
everybody
in
this
room
has
a
disability
of
some
type,
but
you
know
we,
you
know
either
a
live
to
learn,
to
live
with
it
and
make
the
most
of
it.
Not
let
the
disability
define
who
we
are
and
that's
the
important
things.
H
The
thing
we
try
to
teach
to
our
participants
do
not
let
the
disability
define
who
you
are.
You
are
more
than
what
your
disability
label
says
that
you
are,
but
the
other
side
of
our
agency
is
to
educate
our
participants
and
staff
on
what
the
employers
are
looking
for
in
the
workforce,
because
we
realize
that,
in
order
for
employers
to
or
businesses,
I
should
say
to
embrace
hiring
our
people,
our
participants,
that
we
have
to
prepare
them
to
meet
the
skills
and
the
expectations
of
today's
workforce.
H
So
we
spend
you
know
quite
a
bit
of
time.
You
know
educating
our
participants
on
you
know
those
you
know
knowing
the
technical
skills,
but
also
the
soft
skills
that
are
needed
to
be
able
to
compete.
You
know
those
critical
thinking,
skills
or
those
customer
service
skills
or
whatever
skills
are
out
there
that
you
know
the
business
community
is
looking
for.
We're
grateful
for
the
partnership
that
we
have
with
Katherine
Kerry
over
here,
those
with
the
DC
metro,
Business,
Leadership
Network,
and
it's
a
great
job
advocating
for
our
participants.
H
So
that,
in
a
nutshell,
is
what
you
know
we
do.
I
do
want
to
mention
you
know
that
you've
heard
you
know:
representation
from
minorities
and
women
and
immigrants,
the
disability,
population
and
again
I
hate
using
that
word,
but
for
lack
of
a
better
term
right
now,
the
disability
population
is
represented
in
all
of
those
demographics,
men,
women,
whites,
people
of
color
immigrants
in
our
Fairfax
office,
which
is
the
largest
office
in
our
agency,
probably
has
a
representation
of
about
50
different
cultural
groups
that
are
that.
Are
you
know,
candidates
in
our
office?