"We are determined to end the cycle of institutional abuse. Northwestern can no longer hide from their public-facing elitism and secret coverups," Tamara Holder, an attorney representing the plaintiff, said in a statement to Crain's.
This story was originally reported in The Advocate by CHRISTOPHER WIGGINS,
A Georgia woman has filed a discrimination complaint against her company, saying it for created a toxic work environment for LGBTQ+ people and women. Megan McDaniel, a welder at Republic Services of Georgia, has filed a formal complaint with the Equal Employment Opportunity Commission, alleging sexual harassment, discrimination, and retaliation. McDaniel, a lesbian, claims that derogatory comments and inappropriate behavior toward LGBTQ+ employees are rampant and largely overlooked by company leadership.
McDaniel says the incidents began shortly after she started working at Republic Services in May 2023. She says that 90 days into her tenure, she was targeted with offensive jokes and inappropriate remarks in a work-related group chat, including comments that disparaged her sexual orientation and gender. One specific example she recalls was a derogatory speculation about lesbians’ physical attributes meant to demean her.
“The comments started being directed towards lesbians and gay people,” McDaniel explains. “It was all very direct and uncomfortable.”
She says the harassment escalated dramatically when McDaniel raised her concerns to her supervisor, who also participated in the group chats. Rather than addressing the behavior, she claims, he retaliated by setting discriminatory rules specifically against McDaniel, excluding her from job assignments, and mocking a medical condition in a way designed to humiliate her in front of her colleagues.
In an especially humiliating incident, a sex toy was placed at the workplace, purportedly to mock her sexual orientation. McDaniel described how her supervisor publicly handled the situation, exacerbating her distress: “He not only embarrassed me that time with the adult toy lying in the air; he also contributed to the inappropriate mocking and making me feel incredibly uncomfortable, talking about, ‘Hey, Megan, is this yours? Did you drop it? Is this what you lesbians use?’”
COURTESY REPUBLIC SERVICES
Despite repeated complaints to human resources, McDaniel says Republic Services’ response was minimal and dismissive. The only significant action taken was a company-wide training session, which she says was perfunctory and failed to address the underlying issues or change the discriminatory culture.
Tamara Holder, McDaniel’s attorney, underscored the severity of the situation, calling it “not just harassment or anti-LGBTQ behavior but so violent, it’s abuse.” Holder further criticized Republic Services for its failure to address these issues, which she suggested is indicative of a broader disregard for employees who are not white males. “We currently have four other cases on behalf of Black workers at all levels throughout the company. And I think what Megan highlights so well is that the way that this company operates is abusive towards truly anybody that is not a white male,” Holder says.
“Companies like Republic say that they care and that they do the right thing, but when they receive a complaint, they don’t,” she adds.
Republic Services of Georgia has not responded to The Advocate’s request for comment on the allegations.
For McDaniel, welding is not just a job but a lifelong passion inspired by her family. “I was in the corporate for nine years, and it took me until I had my daughter to have the courage to do something I wanted to do forever, which was going to school to be a welder,” McDaniel shares. Her commitment to this career is more than employment; it’s about fulfilling a personal dream and breaking barriers in a traditionally male-dominated field.
“I don’t want to be treated differently. I just want to be allowed to work and prove myself like anyone else without all this hostility,” she says.
Navigating male-dominated industries as a woman can often feel like swimming against the tide. Despite strides we’ve made in terms of inclusivity, equality, and diversity in the workplace, gender bias remains a prevalent issue, particularly in industries traditionally dominated by men.
This bias can take various forms, ranging from blatant discrimination to subtle, subconscious behaviors that may undermine a woman's confidence, performance, and opportunities for advancement. It’s nigh impossible to root out gender bias on your own, so what can women do to empower themselves, rise above the barriers, and carve out a successful career path? Let’s take a close look at some tips that will help you overcome gender bias in male-dominated industries.
Building a strong, supportive network is an invaluable asset in any industry, but it's especially crucial when you're a woman navigating a male-dominated field. Reach out and connect with like-minded individuals, both men and women, from your industry to create a network. This network can provide mentorship, guidance, and opportunities and serve as a sounding board for your thoughts and ideas.
Your support system can also help you work through any obstacles that you might face and help you overcome bias. There's power in numbers, especially when tackling systemic issues.
For women, being assertive often comes with being labeled bossy, petty, or domineering. However, it’s essential to stand your ground and make your voice heard. Assertiveness isn’t about being aggressive or loud but about expressing your thoughts, ideas, and needs confidently, directly, and respectfully.
It involves advocating for yourself, negotiating effectively, and setting clear boundaries. Practice assertiveness by speaking up in meetings, voicing your opinions, asking for what you deserve, and not shying away from difficult conversations. Don't let fear of judgment or potential backlash deter you, especially if you’re not cruel or breaking workplace rules.
In male-dominated fields, commitment to enhancing your knowledge and skills makes you valuable to your team and helps shatter pre-existing stereotypes. By showing an eagerness to learn and a propensity for adaptability, you demonstrate that your capabilities aren't defined by your gender but by your expertise and commitment to the job.
You can attend relevant workshops and take professional development courses to stay abreast of industry trends. As you grow professionally, you will naturally become more confident, which empowers you to navigate and conquer any bias that comes your way.
On the topic of confidence, remaining self-assured is critical for overcoming gender bias in male-dominated industries. It's not uncommon for women in these environments to experience imposter syndrome or worry that they’ll be exposed as a fraud. First and foremost, remember that you're in your position because of your unique skills, experience, and the value you bring.
Whether it's through positive self-affirmations, seeking feedback, or celebrating your achievements, no matter how big or small, it’s important to constantly reinforce your self-confidence. Confidence isn't about knowing everything; it's about responding gracefully and resourcefully when you don't.
Tackling gender bias isn’t a sprint but a marathon. Seek support from your network, voice your concerns, and allow your skills to speak volumes about your capabilities.
If you want to strengthen your support network, contact the Law Firm of Tamara N. Holder today. As a gender discrimination lawyer, Tamara N. Holder is dedicated to rooting out gender bias and holding employers accountable.
NOTE: This content was originally published by WBEZ Chicago. Read the full article here.
The doctor-patient relationship requires trust. What happens when a patient feels like a doctor hasn’t upheld professional responsibility?
In two separate cases in Illinois, dozens of women have accused their OBGYNs of committing medical and sexual battery while undergoing exams.
The cases raise questions for patients. The relationship between a patient and a doctor requires trust, clear communication and integrity. So, what happens when a patient feels like a doctor hasn’t upheld professional responsibility? What is a patient supposed to do if touched inappropriately or made to feel uncomfortable?
That case has had wider repercussions. In June of 2022, Tamara Holder, an attorney representing 36 victims, filed six new lawsuits against Ortega and his former employers – NorthShore and Swedish Covenant. The suits allege that hospital officials allowed Ortega to continue working despite being under criminal investigation for sexual assault.
In August of 2022, a suburban OBGYN, Dr. Vernon Cannon, was accused of sexual battery by two women while working at Duly Health and Care in Arlington Heights. Additional misconduct lawsuits accuse Cannon of performing medical procedures while intoxicated.
In these cases, women are trying to hold doctors and the institutions that hired them accountable for alleged crimes.
When it comes to obstetrics and gynecology care, what should patients know before seeing their doctor? How can patients stay safe? WBEZ posed these questions to Kavita Shah Arora, head of the American College of Obstetricians and Gynecologists’ Ethics Committee and Jody Madeira, a professor and Co-Director of the Center for Law, Society and Culture at Indiana University’s Maurer School of Law.
Please call 312-440-9000 or email intake@tamaraholder.com if you have any information about Northwestern, the Athletic Department, Derrick Gragg, Homewood-Flossmoor High School, or any other issues related to sexual abuse in education.
“Bias” refers to the favorable treatment of an individual or group of people, usually in a way that is unfair or harmful to others. We live in a biased world and are raised with and around biases for the entirety of our lives. As we grow, it is our job to identify and uproot biases from our viewpoints.
Unfortunately, these biases can take hold at high levels and infiltrate spaces that should remain impartial, such as the workplace. Gender bias is one of the most prevalent prejudices within the workforce. This begs a few questions—what is gender bias, how can we identify it, and how can we prevent it from infiltrating the workplace?
Before we can continue, it is important to recognize the difference between sex and gender. Sex refers to biological attributes, while gender refers to social constructs and behaviors that surround identities. In this article, “gender” will refer to these social constructs and is not limited to transgender or gender-non-conforming people. When we mention men and women, we refer to cisgender and transgender people.
Gender bias refers to the preferential treatment of one gender over another. It is possible for any gender to receive preferential treatment, but it is an indisputable fact that most people in power in the United States are cisgender men, which establishes this gender as the “norm.” It is more likely for a man to receive preferential treatment on an institutional level than a cisgender or trans woman. The farther a person strays from the gender binary, the more likely they are to receive unfair treatment.
We must also take misgendering into account. For example, you may identify as a man, but others may misgender you, see you as a woman, and treat you differently because of their perception.
Now that you know what gender bias is, you might wonder how to identify it in the workplace. Unfortunately, a person can be unfairly treated based on their gender in many ways. Instead of looking at specific instances and details, taking a step back and looking at the bigger picture can be much more effective.
First, observe the leadership around you, who’s being hired, who’s being promoted, and who’s being criticized most often. How many of them identify as men, women, non-binary, or another gender identity? Hiring, firing, and promotion practices often include unconscious gender bias.
You may notice that cisgender men are in more positions of power. This is because men are taught that social currency within the workplace is less important, while women are often taught that social currency is everything. In an effort to retain social status, people who do not fall within the cisgender male identity may actively not seek positions of power for fear of social rejection.
It is more common for employers to judge men by their potential. Conversely, they may judge women for their mistakes, intention to marry and have children, or how kind they are rather than the quality of their work.
If you believe you’ve been a victim of gender bias, intentional or unconscious, contact the Law Firm of Tamara N. Holder today. Our gender discrimination attorneys are dedicated to uprooting gender bias and making the workplace equal and equitable.
We are seeking information about Dr. Oscar Mendez. Dr. Mendez was suspended from practicing medicine, and then reinstated in 2012. If you were a patient of Dr. Oscar Mendez, please contact us for a confidential call:
312-440-9000
contact@tamaraholder.com
We have filed two discrimination complaints with the EEOC against Allied Universal on behalf of two female security guards who allege that - on separate occasions and different locations - the company discriminated against them based on their gender and retaliated against them when they complained. Additionally, their EEOC charges name SEIU, the guards' union, alleging that when they complained to the union about discrimination and retaliation, their complaints were ignored. Both complaints were filed with the Chicago EEOC District office.
If you have information about how Allied treats women in the workplace, please contact The Law Firm of Tamara N. Holder, LLC: 312-440-9000.
In most societies, people are taught to respect their elders as they have more life experience than their younger counterparts. That being said, many older adults experience age discrimination in the workplace, and without the right tools, it may be hard to recognize when it happens. And it is essential to note that age discrimination is illegal, which is why this article will review five of the most common types of age discrimination in the workplace.
Isolation in a workplace may look like an older employee not being invited to new training. It can also appear as an employer spending more time and energy on younger employees. This isolation can make everything else difficult, such as missing out on promotion and making connections, which will be discussed later. It can also cause the employee’s productivity to plummet; in some cases, this is done on purpose so an employer can find a reason to fire them.
You may also notice that older employees get little to no promotions or compensation increases compared to younger employees. This becomes obvious when younger employees with little experience are getting the promotions older and more experienced employees should have received. If you notice that workers are not advancing based on qualification and experience, it may be worth looking into an employment age discrimination lawyer.
Companies may target older employees first when they need to make cuts to increase their budget and pay other expenses. It is illegal to fire a person based on their age. If you notice an older employee is fired and a younger one takes their place, this could signify age discrimination. This is especially so if the older employee once in that position was great at their job and had a lot of experience.
Treating an older worker unfairly as opposed to a younger employee should be investigated. This is especially so with disciplinary action. Employees may even use disciplinary action to cover up their discriminatory actions and have a reason to fire you. In these cases, it is always important to look or ask around and see how others who made the same mistakes were treated. It may be as little as having a stricter supervisor or as serious as age discrimination.
It is important to note that harassment may not seem as obvious as someone referring to an older employee as a “geezer” or “boomer.” Ageist jokes, comments, or phrases such as “fresh blood” or even “overqualified” should be paid attention to. However, it can even be as apparent as an employer asking you why you haven’t retired yet. This should be paid attention to, especially if it is in tandem with other forms of discrimination on this list.
Any form of discrimination, big or small, is undeserved. And now that you know the five types of age discrimination in the workplace, you’re better equipped to recognize if you are being discriminated against so you can seek proper compensation.
This story was originally reported by Emilie Shumway in HR Dive.
For those engaged in DEI work, a major focus is ensuring that public proclamations translate into meaningful progress behind the scenes. Holder said her client's claim is an example of a failure to take such work seriously.
"What I'm determined to show is that now this creates another layer of liability beyond just discrimination," Holder told HR Dive via phone on Tuesday. "These companies are engaging in negligent conduct … they are claiming to be something that they aren't."
According to the complaint, the employee received recognition for good work before her dismissal, including a Manager of the Year award and several excellent performance reviews. She was 1 of 6 Black employees selected from among the company's approximately 50,000 workers to participate in the McKinsey Black Leadership Academy Management Accelerator Program, the complaint noted.
She was also "paraded around" as a face of diversity, Holder said. She was asked by Republic to write a letter in defense of the company when a Teamster chapter vice president referred to it as a "plantation owner." Republic displayed the letter throughout the workplace, the complaint said.
Despite these accolades, and assurances she would be promoted, the worker was passed over for a less qualified, White, male employee, the complaint alleged. It cited two examples of other female workers of color who also were passed over for "less-qualified males." The employee also complained of racist language in the workplace, including a co-worker referring to Black drivers as "dem boys," among other racially motived comments.
In lodging complaints, the employee followed the procedures that had been laid out in a flow chart, Holder said, and "did everything she was supposed to do." She used the employer's "AWARE line," Holder added, which Republic describes as a toll-free employee hotline that "is available for all employees to raise concerns if they are uncomfortable speaking directly with their supervisors or any other member of management or wish to remain anonymous."
"They investigated her instead of her complaints," Holder said. The employee was terminated approximately one month later for what Republic cited as "irreconcilable differences."
While Holder and her client are waiting for the EEOC to investigate, they intend to follow through on the case if the agency declines to pick it up. "We will be filing suit," Holder said. "We're not relying on the EEOC."
*********
If you have information about Republic Services, please contact Tamara Holder at contact@tamaraholder.com or 312-818-3850.