Consent Education: A Key to Preventing Sexual Abuse in Schools
At Tamara Holder Law, we represent survivors of sexual abuse throughout Illinois and beyond.
One of the most powerful tools we have to prevent abuse before it happens? Comprehensive
consent education.
Unfortunately, not all states agree on how—or even whether—to teach students about sexual
consent. A recent controversy in Indiana over Senate Bill 442 (SB 442) illustrates the ongoing
battle over whether schools should be required to teach this life-saving information.
Indiana’s SB 442: The Debate Over Consent in Schools
Senate Bill 442 in Indiana initially included a mandate to teach students about the importance of
consent as part of human sexuality education. That provision was then removed—sparking
public backlash—before ultimately being restored in the final version.
While the bill’s passage is a step forward for consent education in Indiana, the episode reveals
how fragile progress can be when sexual health education is politicized.
Illinois Consent Education Law: A Stronger, More Proactive Approach
In contrast, Illinois requires schools that offer sex education in grades 6–12 to include
consent instruction. This requirement, enacted under Public Act 101-0579, ensures students
learn that:
Further strengthening this commitment, the Keeping Youth Safe and Healthy Act aligns
Illinois' sex education standards with the National Sex Education Standards, covering topics
like consent, sexual orientation, gender identity, and healthy relationships.
Sexual Abuse in Illinois: Why Early Education Matters
Illinois’ approach isn’t just policy—it’s a response to sobering statistics:
These figures show just how urgent and essential early consent education is in Illinois and across the country.
What Our Law Firm Sees Every Day
As Illinois sexual abuse attorneys, we work with survivors who were never taught the language
of consent or didn’t understand their right to say “no.” Many share how they felt ashamed or
confused after being assaulted—feelings that better education might have helped prevent.
Consent education isn’t just about information—it’s about protection, empowerment, and
prevention.
Illinois vs. Indiana: Two Different Paths, One Urgent Issue
Illinois has set a strong example with its laws on consent education. Indiana, while now
including consent instruction in SB 442, showed how vulnerable progress can be.
The difference between the two states sends a clear message: some lawmakers still treat consent
education as optional. But in reality, it’s a non-negotiable part of keeping students safe from
sexual abuse and assault.
Survivors Deserve Support. We’re Here to Help.
If you or someone you care about has experienced sexual abuse, you are not alone. At Tamara
Holder Law, our experienced team of Illinois sexual abuse attorneys provides compassionate,
trauma-informed legal representation.
We handle cases involving:
Let us fight for the justice and healing you deserve. Contact us here, or by calling 312-440-9000.
FORT VALLEY, Ga. (WGXA) -- Bus manufacturing company, Blue Bird, headquartered in Fort Valley, is in the spotlight again after two former black female employees have alleged they were fired after they reported sexual harassment and discrimination amongst labor workers within the Blue Bird company. Their attorney said they were discriminated against as well for blowing the horn on the wrongdoings within the workplace.
They're now asking for the Equal Employment Opportunity Commission to investigate claims of racial and gender discrimination.
Their attorney is Tamara Holder, a nationally recognized women's rights and civil rights attorney.
Blue Bird has received recent media coverage after workers voted for a union after going on strike seeking higher pay, more regular schedules, and better vacation and sick time. Now, the company could have a separate legal battle to navigate.
"They observed pay disparity between black workers and non-black workers," said Holder via a Thursday Zoom call. They observed pregnancy discrimination where the company refused to provide accommodations to at least two pregnant women."
She said they also observed drug testing discrimination; drug tested more often than others.
"When they brought them up, they were ignored."
Not only were they ignored, they were fired. Holder says her clients have claimed it's because they're black.
"How did the idea of race come into this, instead of two women coming together and saying 'hey, we're observing this,' asked Finney.
"Blue Bird ignored them, and therefore retaliated against them and fired them...They believe that they were treated differently than white female workers who were in a similar position of HR," responded Holder.
Georgia is an at-will employment state, meaning an employer can terminate employment without being required to give any justification for the decision. However, Holder says employers cannot discrimintarily fire employees.
"You cannot get away with discrimination by saying, 'Oh, we're an at-will state,' which is a common defense for people who don't understand discrimination and the Sole Rights Act of 1964," said Holder. They don't understand that you still cannot discriminate."
Holder says challenging decisions such as this could take years.
"So what we're (currently) doing is we're trying to find out how the company handled discrimination if there are any other complaints," said Holder. "So, we will be filing more complaints if more people come forward, and we're in the information-gathering stage at this point".
Holder said the EEOC is aware of the claims. As for what is next, Holder said there would be an investigation, after which she and her clients could possibly settle or potentially file a lawsuit in federal court.
Holder said others who believe they have experienced discrimination or sexual harassment may file their own claims if the event(s) occurred within 300 days of the filed claim.
WGXA reached out to Blue Bird for comment but has not received a response at the time this article was published.
