The more disability rights, and gender and race pay equality are discussed, the better it is for all. Job seekers who are affected can achieve fair chances and equity to manage the full arc of his or her career. Tom Spiggle, founder of Spiggle Law, focuses in on discrimination. He is my guest for the show today.
I will be doing even more show regarding these issues. I would love to hear your concerns and questions regarding Gender and Race Pay Equality and disability rights. Here are three ways we can have further discussion on these issues:
- Call and leave a voicemail at 708-365-9822, or text your comments to the same number
- Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
- Send email feedback to email@example.com
Tom Spiggle is a former prosecutor and former Assistant U.S. Attorney. His website also has a very informative blog regarding these topics at SpiggleLaw.com. He is regularly quoted in the media such as the Washington Post, Huffington Post, and many law journals.
- Similarly to pregnancy, you’re not required by law to share your disability while interviewing with the interested company
- Be practical–visible disabilities require an approach demonstrating your ability to work with the potential employer
- Tom advises to disclose less than more
- Unseen disabilities also requires a strategy depending on the comfort level of the job seeker
- If an unseen disability is unnoticeable, there’s no need to disclose
- Learning disabilities may be impacted and additionally pronounced if stress is a major factor
- Your research needs to uncover the pressure and stress to manage in your workday to understand how it will impact your condition
- Check state and federal laws to see if and how you’re protected
Gender and Race Pay Equality
- Gender Pay Gap (Equal Pay Act) has existing legislation, and the less discussed Racial Pay Gap does not
- Black women can file against unfair pay through the Equal Pay Act, black men must use Title VII (Civil Rights Act, 1964)
- Black men must show discriminatory intent, black women must show the pay disparity exists between men and women. Intent doesn’t have to be shown.
- Understanding the market value (location, by position) will help make informed decisions
- The pay gap abuse is widespread with egregious disparities occurring daily
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