Workers can file a charge of discrimination with the EEOC to vindicate their rights: www.eeoc.gov/filing-charg...

The EEOC also has a resource on promising practices for preventing harassment in construction: www.eeoc.gov/sites/defaul...

The U.S. EEOC has several resources, including our Enforcement Guidance on Harassment in the Workplace, that explain what harassment looks like & how to prevent & address it. The guidance, 10 yrs in the making, includes several examples of violence against women. www.eeoc.gov/laws/guidanc...

The settlement required the companies to discipline or fire those responsible for the harassment & retaliation, conduct employee training on Title VII, update nondiscrimination policies, and submit reports to the EEOC about discrimination complaints the company received.

In 2022, the EEOC settled a suit for $1.75 million, alleging that 4 oil & gas pipelines subjected Native American, Black, Hispanic, & Mexican male employees to harassment based on their gender, national origin, or race. www.eeoc.gov/newsroom/pla...

At the U.S. EEOC, we have the privilege of collaborating with dozens of Tribal Nations to protect the employment rights of Native workers & help them thrive in the workplace. And we've held employers accountable when they discriminate against Native workers on a systemic level.

This means Native women have to work almost twice as much to earn what their White male counterparts make. This leads to hundreds of thousands in lost wages over the course of a career. Closing this gap is critical to improve the economic well-being of Native women & their families.

Thank you to our Birmingham EEOC office, Grace Klein Community in Birmingham, the Philadelphia Commission on Human Relations, the Council for Tribal Employment Rights, and others for having me this summer. I look forward to engaging with more communities this fall.

I also had the honor of speaking at the Council for Tribal Employment Rights conference in Tulsa. The EEOC's collaboration with Tribal Nations is critically important. I discussed successful EEOC cases involving Native workers & our commitment to tribal sovereignty & consultation.

Learn more about both of those important settlements here: www.eeoc.gov/newsroom/goo... and here: www.eeoc.gov/newsroom/bob...

And in June, the EEOC settled a lawsuit on behalf of a class of Hispanic laborers for $250,000. That suit alleged a tire company in Boston subjected the workers to constant harassment, including unlawful comments, gestures, & slurs relating to sex, national origin & race.

In February, the EEOC settled a lawsuit on behalf of a class of Hispanic or Latino male workers for $730,000. The suit alleged a California-based construction company subjected the workers to race/national origin-based & sexual harassment including being called derogatory slurs.

Advancing pay equity is critical now more than ever. The U.S. EEOC enforces federal laws that prohibit pay discrimination on the basis of sex, race, disability, national origin, age & more. Our cases show discrimination is unfortunately still real. Learn more: www.eeoc.gov/equal-paycom...

This means that, when comparing median earnings, for every dollar made by a man working full-time year-round, women working full-time year-round make only 81 cents. This 19-cent difference adds up, causing women to get paid thousands less than men over the course of their careers.

Community-specific data can yield pointed solutions. The U.S. EEOC enforces laws to combat pay discrimination, including the Equal Pay Act & Title VII. By complying with the law & creating more equitable workplaces, we can work towards pay equity for NHPI women and all women.

Pay data is a valuable tool for employers to take a closer look at their practices & implement policies that remedy & prevent such wage gaps. The Equal Pay Act requires everyone in the same workplace to receive equal pay for equal work. Learn more here: www.eeoc.gov/equal-paycom...

As Dr. Jamila K. Taylor, President & CEO of the Institute of Women's Policy & Research, recognized, this data illustrates that "the wage gap Black women experience is not the result of personal choices, but rather systemic racism & sexism embedded in US labor market structures & workplaces."