View as WebpageAugust 2024 Newsletter

Hello

Amanda,

James Baldwin: Truth Teller for Justice

In a world marred by injustice and systemic racism, the writings and activism of James Baldwin stand as a beacon of unwavering truth and courage. As we reflect on his profound impact both during his time and in the current social climate, it becomes evident that Baldwin's voice remains not only relevant but imperative in the ongoing struggle for equality and social justice.

Baldwin fearlessly confronted the harsh realities of his era, shedding light on the deep-rooted issues of housing discrimination, employment discrimination, educational apartheid, and police brutality. Through works such as "Notes of a Native Son," "The Fire Next Time," "Go Tell It on the Mountain," and "If Beale Street Could Talk," he brought to the forefront the harsh truths and complexities of racism and White supremacy.

"The Fire Next Time," a seminal work by Baldwin, continues to echo a stark warning to America, urging a reckoning with the deep-seated racism that continues to plague society. In this powerful piece, Baldwin delves deep into the heart of racial injustice, pushing readers to confront uncomfortable truths and envision a future free of prejudice and discrimination.

"Go Tell It on the Mountain," a poignant novel exploring themes of identity, religion, and family dynamics, resonates strongly in today's world marked by racial tensions and social divides. Through the lens of his characters' experiences, Baldwin illuminates the struggles faced by marginalized communities and calls for empathy, understanding, and unity.

Baldwin's unwavering commitment to truth and justice serves as a powerful example for generations to come. As we mark what would have been his 100th birthday, it is essential to celebrate his legacy and continue to amplify his message of equality, empathy, and compassion.

In honoring James Baldwin, I plan to continue to honor a trailblazer whose words and actions continue to inspire and ignite change in me as I continue to lead the Pennsylvania Human Relations Commission along with each of you in the ongoing fight for a more just and equitable society. May we all here at the Pennsylvania Human Relations Commission carry forth his legacy with reverence, courage, and unwavering dedication to justice for all the amazing people of our great Commonwealth.

Chad Dion Lassiter, MSW

Executive Director

Gutted: Project 2025 Will Eviscerate Workplace Protection

Saul Ravitch

Philadelphia Regional Office

Project 2025, the plan seeking to redefine the federal government’s role in every aspect of American life, will weaken existing workplace protections against discrimination.

Spearheaded by the Heritage Foundation, Project 2025 is sweeping in its scope. As the name suggests, it is planned to go into effect next year if election results favor the authors’ preferred candidate.

The plan builds on earlier political attacks against two familiar targets: (1) Critical Race Theory (CRT) and (2) Diversity, Equity and Inclusion (DEI). The former is an academic discipline that incorporates the concept of race into studies of law and society. The latter is a movement seeking to increase the participation of marginalized groups in various socioeconomic activities.

Project 2025 mischaracterizes these two concepts, employing the classic “straw man” technique of building them up so they can be knocked down later. By linking current anti-discrimination law to their perceived excesses, the plan attempts to delegitimize the present system.

For example, the plan falsely claims that Critical Race Theory “categorizes individuals as oppressors and victims based on race.”

Similarly, DEI is called a “managerialist, left-wing race and gender ideology.” According to the plan’s authors, DEI seeks to advance “race, sex, and other classifications and discriminate against conservative and religious viewpoints on these subjects and others.”

Project 2025’s solution to these exaggerated horrors is to overhaul the current system of fighting discrimination in four main ways.

First, “[t]he President should direct the Department of Justice and Equal Employment Opportunity Commission to enforce Title VII to prohibit racial classifications and quotas, including human-resources classifications and DEI trainings that promote critical race theory.” [emphasis added]

In other words, the federal agency charged with fighting employment discrimination should no longer use classifications that describe the targets of such discrimination. Realistically, how can one fight discrimination if one can’t specify who is being targeted?

Second, the plan calls for an end to data collection that would support efforts to fight discrimination. Specifically, “[t]he next Administration should work with Congress to amend Title VII to prohibit the Equal Employment Opportunity Commission from collecting EEO-1 data and any other racial classifications in employment for both private and public workplaces.”

By eliminating the collection of relevant data, the plan essentially adopts willful blindness as its guiding principle and lays the groundwork for its next proposal.

Project 2025 calls on Congress to “eliminate disparate impact as a valid theory of discrimination for race and other bases under Title VII and other laws.”

The rationale for this is that “…many Americans do not fit neatly into crude racial categories. Under disparate impact theory, moreover, discriminatory motive or intent is irrelevant.” In other words, only intentional discrimination would be actionable.

This argument piggybacks onto the plan’s earlier criticism of Critical Race Theory, which posits a connection between race and systemic inequality. Eliminating disparate impact analysis would make it harder for complainants to prove discrimination because intent would become the primary factor. Historical patterns and trends of discrimination, supported by data, would become irrelevant under this new analytical approach.

Finally, the plan would roll back hard-won, legal protections covering sexual orientation and gender identity, which became more commonplace after the Supreme Court’s Bostock decision.

In Bostock v Clayton County, the Court deemed it illegal to fire employees based on their sexual orientation or gender identity. Following that decision, these two classifications became increasingly accepted as legally valid protected classes under the broader category of Sex.

Project 2025 argues that “[t]he new Administration should restrict Bostock’s application of sex discrimination protections to sexual orientation and transgender status in the context of hiring and firing.”

In other words, discrimination that doesn’t explicitly involve hiring and firing would have no remedy under Project 2025, thus creating a huge, legal blind-spot. Harassment, discipline, constructive discharge and unequal pay linked to sexual orientation or gender identity would no longer be considered valid acts of harm.

While Project 2025 addresses the federal government, it also has implications for Pennsylvania and other states.

As a state statute, the Pennsylvania Human Relations Act (PHRA) exists separately from federal anti-discrimination laws. Thus, federal court decisions interpreting Title VII, the Americans with Disabilities Act or the Age Discrimination in Employment Act are not binding on Pennsylvania courts. However, such opinions are considered persuasive authority by state courts, which often look to outside courts for guidance.

One can foresee the narrow, Project 2025 view of employee rights gradually filtering down into state court decisions. Ideologically motivated state judges can reasonably be expected to cite these federal cases to rationalize trimming back employee rights, despite the differences in federal and state law.

Additionally, the EEOC has contractual agreements with various state agencies, including the PHRC, to investigate discrimination. If the rights granted by federal and state statutes drastically diverge, then such agreements are unlikely to continue since the state agencies would be applying different legal standards than their federal counterpart.

If Project 2025 is enshrined into both law and government policy, then employees facing workplace discrimination will increasingly be left at a disadvantage as the playing field tilts in their employer’s favor.

Artificial Intelligence and Human Resources

Lauren Daman

Director of Human Resources

The world of human resources is forever changing, especially now with the introduction of Artificial Intelligence (AI)!

This technology helps simplify data decision-making and workforce development. Upskilling and employee development is another HR topic that is ever evolving. Training programs and development opportunities can help employees expand their abilities and close skill gaps.

There are a couple of things that you can help reset your mind. These things are:

• Be intentional. Being intentional about everything includes having conversations (good, bad, or indifferent). We may not always agree on everything, however, the way something is said or done can be delivered in a way as to be more humanized (have humanity).
• Exploring and embracing change. Change is inevitable, and it will always happen whether it is agreed upon or not. One has to be adaptable to change.
• Empowering workplace culture through recognition. This to some may mean celebrations in the office, gifts cards, conferences. This involves how people can solve for the pain points they may experience through recognition.
• Reclaiming things that are uniquely human. Friendships, human touch, human interactions. The Pandemic took us all down a path we have never been on before. Most of us discovered new things about ourselves. Inevitably we still like to interact with each other.

Summer Legal Internship

Bryan Ramirez

My name is Bryan Ramirez, I am a soon to be third year law student at Widener Commonwealth Law School and I have had the opportunity to intern at the Pennsylvania Human Relations Commission this summer. Over the course of my internship, I’ve had the opportunity to participate in several different activities including, attending training meetings, conducting legal research, and witnessing legal proceedings.

Throughout my internship this summer, one of the things that has impressed me the most was the tireless work the PHRC conducts to ensure that justice prevails regarding workplace discrimination. Prior to my internship at the PHRC, I was unaware of what the Commission was or what it did. Now I am aware to the potential discrimination that many in our community are exposed to daily. Many people need assistance due to factors in their lives that they have no say over and are treated unfairly due to those different factors. At the PHRC, I’ve learned how crucial it is to have an organization that makes it its duty to curtail discrimination and fight back against injustices in the workplace and beyond.

Before I began attending law school, I truly struggled to know what type of law I really wanted to practice once I graduated. I wanted to help people and make a positive difference in the community. After my internship here, I’ve learned that there are multiple ways to accomplish this goal. One of the things that I will continue to take forward with me after interning at the PHRC is the desire to make this community, and world at large, a fairer place for people of all backgrounds and abilities. A place where all people live and work together in harmony. I am immensely grateful for the opportunity I had this summer and would recommend others to participate in this process, so that we can fight back against discrimination one person at a time. 

PHRC announces Social Justice Ambassador appointees

The Pennsylvania Human Relations Commission is proud to announce the appointment of the following Social Justice Ambassadors to the PHRC. 

LaTarsha Brown- Lehigh County

Cole Goodman- Dauphin County

Julie Hazzard- Chester County

Selena King- Erie County

Brittany Schofield- Cumberland County

Rick Cephas- Lackawanna County

Taylor Frey- Union County

Tracy Herz- Bucks County

Jay Hynes- York County

Lenore Sears-Gay- Philadelphia County

Makaila Davis- Delaware County

Tiffiney L. Hall- Dauphin County

Kennedy Holt-

Dauphin County

Eliz Nestorov- Dauphin County

The PHRC envisions having a Social Justice Ambassador for each county in Pennsylvania to serve that area’s unique community needs. The Social Justice Ambassadors:

• Promote awareness of the Pennsylvania Human Relations Act and the Commission.
• Refer education, employment, housing, commercial property, or public accommodation discrimination complaints from community members to the PHRC.
• Keep the PHRC updated on incidents of hate and bias in your community.
• Notify the PHRC of community activities and events.
• Help the PHRC find spaces for outreach events, meetings, and/or hearings.

Ambassadors meet virtually with a PHRC liaison to receive news, updates, and discussions of the latest issues. Initially, meetings will take place monthly. Information about how to apply to become a Social Justice Ambassador can be found on the PHRC website.

2024 PHRC Disability Conference

Brittany Mellinger

Fair Housing Training & Outreach Coordinator

On July 9th, PHRC hosted its second annual Disability Conference, with the theme, “Don’t Leave Me Out: Holistic Approaches to Disability Inclusion and Resolving Conflict.” Hosted at the Harrisburg Hilton and online, this conference brought over 250 participants from across the state and around the world to discuss and learn together.

Thank you to our amazing speakers, volunteers, vendors, ASL interpreters, captioners, and participants!  A highlight of the event was a keynote from Imani Barbarin, activist and author of the blog, Crutches and Spice, who shared with us about the Personal and Politics of Disability. We also had speakers and panels discussing the protections Pennsylvanians have under the Pennsylvania Human Relations Act, armed conflict and individuals with disabilities, addressing bullying and harassment, how mediation can resolve disability discrimination and accommodation conflicts, and the intersection of disability and the criminal justice system. 

We’ll be sharing more information from the conference soon, but here’s some reflections from some participants about the event:

 “I learned about the many ways to help fight discrimination, and Ableism, as this was a newer term for me to become aware of. I was able to leave the conference feeling more knowledgeable, which will allow me to educate my colleagues on this matter.”

 “The bulling and harassment session provided a range of different perspectives and not just through "one lens". This was very informative and interesting!”

“LOVE Imani speaking TRUTH!”

“Thank you for this event. Informative!”

If you want to share feedback about your experience at the event, or some ideas and suggestions for future events, we’d love to hear from you! You can fill out this quick survey. If you want to learn more about the protections for individuals with disabilities under the Pennsylvania Human Relations Act and the Pennsylvania Fair Educational Opportunities Act, visit PHRC’s website.

Upcoming PHRC Events

Fair Housing & Criminal Records

• Wednesday, August 28, 2024
• 12-1 p.m. 
• What does a criminal background have to do with fair housing laws? What rights do tenants have? How should a housing provider handle an individualized assessment request? Join us for answers!
• Register today!

Addressing Fair Housing Needs in Rural Communities

• Wednesday, September 25, 2024
• 12-1 p.m.
• Rural communities face a unique set of challenges in ensuring equal housing opportunities. Learn more about barriers, resources, and fair housing partnerships in rural communities.
• Register today!

PHRC on the Road: Building Pennsylvania's Beloved Community in Union County

• Wednesday, August 21, 2024
• 5-6:30 p.m.
• The Lewisburg YMCA, 120 Hardwood Drive, Lewisburg, PA 17837
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community in Tioga County

• Thursday, August 29, 2024
• 1-2:30 p.m.
• W.M. Tokishi Training Center, Banquet Room, 124 Nypum Drive, Wellsboro, PA 16901
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community in Westmoreland County

• Thursday, September 12, 2024
• 5:30-7 p.m.
• Westmoreland County Courthouse, Commissioners Meeting Room, 2 North Main Street, Greensburg, PA 15601
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community

• Wednesday, September 30, 2024
• 5:30-7 p.m.
• Allentown Public Library, Community Room, 1210 Hamilton Street, Allentown, PA 18102
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community in Bradford County

• Thursday, August 22, 2024
• 5--6:30 p.m.
• Bradford County Public Safety Building, 29 Van Kuren Drive, Towanda, PA 18848
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community in Wyoming County 

• Wednesday, September 4, 2024
• 6:30-8 p.m.
• Tunkhannock Public Library, 220 W Tioga Street, Tunkhannock, PA 18657
• Register today.

PHRC on the Road: Building Pennsylvania's Beloved Community in Dauphin County

• Wednesday, September 18, 2024
• 3-4:30 p.m.
• Penn State Harrisburg, Madlyn L. Hanes Library, Morrison Gallery, 351 Olmsted Drive, Middletown, PA 17057
• Register today.

If you have attended one of our Beloved Community tour stops, please take a moment to complete our survey. The PHRC is still looking for locations to host upcoming sessions, anyone interested in partnering with the PHRC should contact Stacy Waters at stwaters@pa.gov.

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