View as WebpageFebruary 2024 Newsletter

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Amanda,

The Imperative of Black-Jewish Solidarity: Denouncing Hate and Building the Beloved Community

In the annals of American history, the Civil Rights Movement stands as a testament to the power of unity in the face of adversity. A pivotal alliance during this era was that of the Black and Jewish communities, a bond forged in the crucible of shared struggle against discrimination and bigotry. Today, as we grapple with a resurgence of hate and division, this alliance is more critical than ever.

Rabbi Abraham Joshua Heschel and Dr. Martin Luther King Jr., two towering figures of the Civil Rights Movement, envisioned a "Beloved Community" - a society based on justice, equal opportunity, and love of one's fellow human beings. This vision, however, seems increasingly elusive in a world where hate speech is often defended under the guise of free expression.

The rise in antisemitism and racism in recent years is a stark reminder of the persistent prejudices that plague our society. Antisemitic incidents have reached near-historic levels, while hate crimes against Black individuals continue unabated. These trends are not just alarming; they are a call to action for all who believe in the principles of justice and equality.

The fight against hate is not the responsibility of the targeted communities alone. It is a collective struggle that requires solidarity and mutual support. The Black and Jewish communities, having endured the brunt of systemic discrimination, are uniquely positioned to lead this fight. Their shared history of struggle and resilience serves as a powerful reminder of what can be achieved when we stand together against hate.

However, solidarity is not enough. We must actively denounce antisemitism, racism, and all forms of hate, regardless of where they originate. We must challenge the narrative that equates hate speech with free speech, recognizing that words can inflict harm and perpetuate systemic discrimination.

Moreover, we must strive to educate ourselves and others about the histories, cultures, and experiences of different communities. Ignorance breeds fear and prejudice, while knowledge fosters understanding and empathy. By promoting education and dialogue, we can challenge stereotypes, dispel misconceptions, and build bridges of understanding.

The vision of the Beloved Community that Rabbi Heschel and Dr. King spoke about is not unattainable. It requires us to confront hate in all its forms, to stand in solidarity with those who are targeted, and to work tirelessly towards a society where love and unity prevail over division and fear.

In the words of Dr. King, "Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate; only love can do that." As we navigate these challenging times, let us be the bearers of that light, the purveyors of that love. Let us strive to build the Beloved Community, where all are valued, respected, and free from hate.

Chad Dion Lassiter, MSW

Executive Director

PHRC launches Civil Rights Division

Amanda Brothman

Communications Director

The Pennsylvania Human Relations Commission is excited to announce the creation of a dedicated Civil Rights Division to combat hate and promote anti-racism.

“In recent years, we have witnessed a disturbing surge in hate crimes and acts of discrimination across the nation and in our commonwealth,” said PHRC Executive Director, Chad Dion Lassiter, MSW. “This rise in hate and intolerance threatens the fabric of our diverse society and the principles of equality and justice that we hold dear. We must take a stand against hate, intolerance, and discrimination in all its forms. We must work tirelessly to promote a culture of acceptance, respect, and equality. A dedicated Civil Rights Division within the PHRC will play a crucial role in this fight.”

The Civil Rights division will focus on investigating civil tensions, conflicts, and incidents; enforcing anti-discrimination laws; and promoting anti-racism through education and outreach. Moreover, the division will engage in proactive outreach to educate the public about the dangers of hate and the importance of anti-racism. It will work closely with the Executive Director (given his expertise in this space), schools, businesses, community organizations, and other stakeholders to foster a culture of acceptance and respect for all Pennsylvanians.

The Civil Rights division will include several Civil Rights Outreach Coordinators (CROCS) and a supervisor. The CROCs responsibilities will include:

• Providing complex facilitation and conflict resolution services for communities facing conflicts and tensions related to race, color, religious creed, ancestry, age, sex, LGBTQ+ status, gender, national origin, familial status, or disability status pursuant to the Pennsylvania Human Relations Act.
• Providing training and consultation services to public officials and community representatives and providing them with the skills and mechanisms necessary to prevent and resolve future tensions.
• Leading regional projects or initiatives, as assigned by leadership to improve CROC's visibility, ability to deliver services, and ability to anticipate and prevent conflict in jurisdictional communities.
• Developing and implementing comprehensive outreach plans targeting all jurisdictional communities in conjunction with the PHRC Advisory Councils and the PHRC Social Justice Ambassadors Program.

“This Division is modeled after the U.S. Department of Justice Community Relations Service,” said Lassiter. “Following a report of civil unrest or tension, we will deploy staff to the community to learn more about the incident and the deeper lying tensions in the area. Along with our Advisory Councils, Social Justice Ambassadors, and Beloved Community tour, this is one more way the PHRC can develop roots in communities and learn more about the issues plaguing our commonwealth. To end discrimination and hate crimes, we need to learn more about the underlying problems in communities.”

The window to apply for these positions has closed, and PHRC is now scheduling interviews.

PHRC is the state’s leading civil rights enforcement agency. The PHRC is empowered by the Pennsylvania Human Relations Act (PHRA) and the Pennsylvania Fair Educational Opportunities Act (PFEOA) (which is specific to postsecondary education and secondary vocational and trade schools) to investigate complaints of discrimination. It is illegal to discriminate against someone based on:

• Race
• Color
• Sex
• Religious creed
• National origin
• Ancestry
• Intellectual or Physical Disability
• The use, handling, or training of service or guide animals for disability  

If you are the victim of a hate crime, such as assault or property damage, contact your local police department or the Pennsylvania State Police. The PHRC does not charge or investigate hate crimes or criminal offenses. However, the PHRC does track incidents reported to us and can also help you in determining if an act of hate also violates the Pennsylvania Human Relations Act (PHRA).           

If you feel you have been the victim of illegal discrimination, the PHRC urges you to file a complaint or report a bias incident with the PHRC within 180 days of the alleged act of harm. To file a complaint, you must be the direct victim or have the authority to act on behalf of the victim. In education complaints, a parent may file a complaint on behalf of a minor student. Preserve any evidence that you may have to support your complaint, (e.g., text messages, pictures, receipts, etc.)

A dedicated, unbiased PHRC intake specialist will walk you through the process and help prepare your complaint. Complainants do not incur any attorney fees during the investigation process from the PHRC. You do have the right to obtain private legal services at your own expense, but this is not required. Pennsylvania law also protects you from retaliation. This means no one may lawfully take action against you for filing a complaint, opposing unlawful activity, or helping with an investigation.

The impact of Groff v. DeJoy: A United States Supreme Court decision on the scope of undue hardship

Martin Cunningham

Assistant Chief Counsel

Title VII of the Civil Rights Act of 1964 makes it illegal for an employer to refuse a reasonable accommodate an employees’ sincerely held religious belief, unless that accommodation would impose an undue hardship on the employer. What is the standard for an employer to determine if it must allow an employees’ request for a reasonable accommodation? For approximately the past half century, an employer could safely deny their employees’ request for a reasonable accommodation because of their religious beliefs without too much effort. The reason for this assertion is that the United States Supreme Court, in the case of Trans World Airlines, Inc. v. Hardison, 432 U.S. 63, 84 (1977) had reached a decision on the standard to apply to requests for religious reasonable accommodations and what precisely the defense of undue hardship required. Therein, the Supreme Court held that Title VII did not require the employer to bear more than a minimal cost and burden on the operation of the business. This “de minimis standard”, as one might imagine, ensured that it was infrequent that an employer could not prove this defense and deny the religious accommodation. However, after the Groff case, the tables may have turned to the requestor.

In Groff v. DeJoy, 600 U.S. 447 (2023), a former postal employee (USPS), sued his former employer for it having denied his request to receive Sundays off because his belief that work should not be done on that day. The lower Court ruled in favor of the USPS, finding that the grant of a Sunday exemption imposed more than a de minimis cost would have violated a memorandum of understanding with the Union and burdened Groff’s coworkers. The Third Circuit Court affirmed the decision and Groff sought review from the Supreme Court. A unanimous Supreme Court vacated and remanded the decision. This opinion was interesting in that the Court, rather than simply overruling the prior decision in Hardison, the Court redefined the meaning of “undue hardship’ to connote something greater than a “mere burden” (which was the portent of what ‘de minimis’ stood for). Instead, the Court found that undue hardship, in relationship to a reasonable accommodation request, means that the employer would face “substantial increased costs in relation to the conduct of [the employer’s] particular business.” Id. at 2295. That being said, the Supreme Court did not use this case to merge the ADA undue hardship analysis and court precedence based on the use of ‘significant expense or difficulty’. Because this question has not yet been answered, the final meaning of undue hardship must wait for another day.

While the final impact of the Groff decision has yet to be determined, this change will undoubtedly make denials of religious reasonable accommodation requests more difficult to make. 

The Benefits of Mediation in the PHRC Investigation Process

Mila Pilz

Mediator

During the investigation process at the PA Human Relations Commission, complainants and respondents may be invited to participate in a mediation process. You may be asking yourself: “What is mediation and why should I consider it?” 

“Mediation is a process in which an impartial third party facilitates communication and negotiation and promotes voluntary decision making by the parties to the dispute. Mediation serves various purposes, including providing the opportunity for parties to define and clarify issues, understand different perspectives, identify interests, explore and assess possible solutions, and reach mutually satisfactory agreements, when desired.”

- The Model Standards of Conduct for Mediators that was adopted in 2015 by the American Arbitration Association, the American Bar Association and the Association for Conflict Resolution

At the PHRC, voluntary mediation services are open to parties involved in an employment, housing, public accommodation, or education complaint. If both the complainant and the respondent (and their attorneys if they have legal representation) agree to mediate, a PHRC mediator will contact them to schedule a session. The PHRC mediators are neutral professionals who are trained in mediation and also receive specialized training in the PA Human Relations Act (PHRA), the PA Fair Educational Opportunities Act (PFEOA), and trauma and victimization awareness. 

There are plenty of reasons why a person may select to mediate. The top motivators tend to be to save time and money. Mediation services are free of charge and take place before a formal investigation where fees and damages can accumulate, as well as additional time. Another great reason to try mediation is that it is confidential under Pennsylvania law. This allows the complainants and respondents the freedom to express themselves without fear of what they say being held against them. The separate sessions with the mediators are also confidential as well as the notes which are then shredded upon conclusion.

Additional benefits of mediation are that the mediation settlement does not constitute an admission to a violation of any state or federal anti-discrimination laws; there is an opportunity to clear up misunderstandings; and the parties have the flexibility to be creative in coming up with an agreement since they are not confined only to remedies available under state or federal law. 

As one mediation participant said in a survey: “The PHRC listened to my situation. The mediator was very personable and professional. The PHRC helped turn the dispute between myself and former employer into a discussion.”  

                                             Becoming

Robert Lindsey, Jr.

Philadelphia Regional Director

When you hear this word what do you think of it? Some would attach it to the way someone may look. They may say that she looks becoming wearing that dress, or he looks becoming wearing that suit. We are judging by outward appearance. I want to lift the hood and examine root causes.

The definition of becoming I would use is more in line with that offered by vocubalary.com “To become is to evolve, change into, or emerge as something.” You may ask - where is this going? Evolving, changing, and emerging involves active movement with a defined purpose.  For positive movement to happen we must acknowledge what currently is (hatred, discrimination, fear, etc.) and have a clear vision of what is possible (equality, justice, fairness, etc.)

This goes back to our founding documents. Nobel ideas and principles were expressed – however the obtainment and actualization of these concepts have yet to be fully demonstrated or obtained. To me, our noble American experiment was like seeds being planted without the requisite support needed for growth - things like sunlight, decent soil, and rain. 

Throughout our history we have tried to address these deficiencies. We passed amendments to the constitution, anti- discrimination laws. Yet we are chasing after the original idea which was never in effect. I affirm this statement because the rights and privileges did not apply to everyone. The intention of this narrative is not to discourage you or express a negative opinion of our country, but rather to salute and encourage you. In fact, my personal belief is that the structure of our system of governance is well constructed and outshines any other - it’s the application that has failed to meet the calling, in both its origins and execution.

So, what can we do now? We must continue to press forward for equality, civil rights, and social justice on all fronts. We must continue to shine the light in darkened places. The broad, culturally intersecting work of the PHRC is certainly contributing to moving us closer to those founding ideas and principles. This energy consists of active movement with a defined goal – howbeit one step at a time.

Becoming is the subject – we become as we transform from what is seen and present to that which is ultimately to be – a society of equals where all humanity is valued and respected. Keep up the fight for good, it will eventually overcome its opposite.  

On Monday, January 8, PHRC welcomed Dr. LA Dawn Robinson as the new Pittsburgh Regional Director.

Prior to the role of Regional Director, Dr. Robinson devoted more than 20 years in the field of Human Resources where she served in multiple management roles and lead multiple HR functions, such as Equal Opportunity /Affirmative Action, Talent Acquisition, and Employee Relations. She holds a Doctorate degree in Executive Leadership from the University of Charleston, a Master of Science degree in Professional Leadership from Carlow University and a Bachelor of Arts degree in Psychology from West Virginia University. 

"We look forward to great things from Dr. Robinson as the Pittsburgh Regional Director," said PHRC Executive Director Chad Dion Lassiter, MSW. "Dr. Robinson's strong experience of leadership will serve not only the Pittsburgh region but also the entire commonwealth. I am excited for what she will do in this role to bring justice to all those who are discriminated against."

"I am excited to join the Pennsylvania Human Relations Commission," said Dr. Robinson. "It is a heavy responsibility bestowed on this commission and I look forward to working every day to ensure that the rights of all Pennsylvania citizens are being respected and protected. More specifically, this role will allow me to continue my passion for equal employment opportunity in the workplace."

Upcoming PHRC Events

The PHRC will host a “No Hate in Our State” townhall in Forest City on Wednesday, February 7 from 5:30-7:30 p.m. at the Forest City Borough Building, 3rd Floor, 535 Main Street, Forest City, PA 18421.

Panelists include:

• Laura Canfield, Community Stakeholder
• Rick Cephas, President, NAACP Lackawanna County
• Chief John Foley, Forest City Police Department
• Ellen Linde, FNC BC, Nurse Practitioner, Ophelia
• Rev. Father William A. Mentz, Saints Francis & Clare Progressive Catholic Community
• Amanda Prince, Community Stakeholder
• Audrey Waterman, Community Stakeholder

Join "PHRC Speaks: Fair Housing in the 21st Century" on Sunday, February 11 at 3pm on Pennsylvania Cable Network. Montgomery County, MD Office of Human Rights Director Jim Stowe, will join show host Adrian Garcia to discuss the evolution of housing justice.

If you can't watch on Sunday, the recording will be available for streaming afterwards at: https://pcntv.com/phrc-speaks/ 

Join PHRC on Wednesday, February 28, 12-1 for PHRC Fair Housing Empower Hour: Fair Housing Fundamentals. Learn about fair housing laws, protected classes, discriminatory actions, and how to handle a fair housing complaint. To attend, register here.

Mark your calendar! The 2024 PHRC Housing Equality Conference: "Unlocking Access," will be held Tuesday, April 16 at the David L. Lawrence Convention Center in Pittsburgh!

More details on how you can be a part of this exciting event are coming soon!

Outside PHRC Events

On Thursday, Feb. 15, the Office of Advocacy and Reform and the Pennsylvania Human Relations Commission (PHRC) invite Commonwealth employees to join Chief Diversity Officer, Norman Bristol Colón, and Producers Esteban Serrano and Eric Bhanudas Blackerby, for a screening of the Pennsylvania–produced documentary “Symbol of Solidarity” in celebration of National Day of Racial Healing.



Screenings will be held at 12:00 PM and 12:45 PM at the Keystone Building, Hearing Room 1. To register to attend, click here.

2024 Black History Month Virtual Showcase

Would you like to display your art on a platform reaching a magnitude of viewers? Well, here’s your opportunity! ACCEPTING VIRTUAL ENTRIES FOR ALL FORMS OF ART!  For more information contact: tynrobinso@pa.gov 

February is Black History Month. It's a time to celebrate the amazing accomplishments and achievements of African Americans.

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