Discrimination law roundup

  • Internal Google pay study “found, to the surprise of just about everyone, that men were paid less money than women for doing similar work.” [Daisuke Wakabayashi, New York Times] “What the Data Say About Equal Pay Day” [Chelsea Follett, Cato; Hans Bader]
  • Otherwise routine on-the-job injuries can have dire consequences for those suffering hemophilia, and a manufacturing company learns its “insurance costs could spike” as a result if it employs three hemophiliac brothers. Don’t think you can turn them away for a reason like that, says EEOC [commission press release on ADA settlement with Signature Industrial Services, LLC involving $135,000 payment and “other significant relief”]
  • Multnomah County (Portland), Oregon to pay $100,000 settlement to black worker who says she was retaliated against after complaining about “Blue Lives Matter” flag [Aimee Green, Oregonian; Blair Stenvick, Portland Mercury]
  • “The social justice madness of college campuses is now seeping into HR departments of large employers. The result is the rise of the woke corporation, and it might affect the way you work” [Toby Young, Spectator (U.K.)]
  • “The FDNY’s diversity monitor has cost the city $23 million in 7 years” [Susan Edelman, New York Post]
  • Before taking an exam required of federal employees in Canada, best to study up on intersectionality theory [Josh DeHaas on Twitter, GBA+, Tristin Hopper/National Post]


  • Woke corp: I do not want to be socially engineered or lectured to by TV shows, movies, and commercials. The quality of the art always suffers for TV and movies. Look at the Star Wars movie where, in contrast to Luke who had to struggle to learn his powers, the girl just bursts out with full command of powers. Absurd. And the crappy woke remake of Ghost Busters.
    The hemophilia ruling is just SOP for the EEOC. They do not seem to recognize that some employees should not be doing certain jobs. Hemophiliacs are at risk of death from minor injuries so you put them at risk as well as the company financially. There was a case where a deaf person wanted to run cash register–how in the world could that work? Lowering standards for fire fighters leads to risk to the new females, to their coworkers, and to the public. Almost no women can pass the actual tests (even the average man can’t). If a female cop does a traffic stop alone her risk is much higher than a single man. I backed into someone in a gas station and the first cop to arrive was female and very quickly a male officer also came and stood in the background–in a nice suburb. Twice the cost. The push for mindless perfect equality is based on an abstract world, not the real world we live in.

    • In our system we have employer provided insurance which creates some problems. The insurance covers more than just employment related events, it covers all events. A clerical job with very tiny risk to a hemophiliac might be held by someone who has a risky recreational interest. I was on the community board of a small company that had a man with hemophilia in a very safe job position, but he was very involved in off-road motorcycling which resulted in some tremendous bills. Screening to keep hemophiliacs out of certain positions due to the hazards of those positions requires screening their off duty activities as well. The practical result would be that they become unemployable.

    • A local farm store has/had a deaf girl running a cash register. She reads lips.

    • 1) Why does one need to hear to operate a cash register? My local WalMart has a checker who appears to have a hearing deficiency, as her speech is somewhat difficult to understand — but she’s friendly, efficient, and not least, a gainfully employed & productive member of society.

      2) Also, have you ever done a ride-along with cops? My kid is a cop & I’ve done several: In many jurisdictions, it’s SOP for an available second officer to arrive to assist at a traffic stop, a domestic call, pretty much any incident whatsoever. There was a reason they used to patrol as two officers in a unit — but budgets now dictate otherwise. So…, backup unit. The sex of an officer has nothing to do with it.

  • Google pay study: I am amazed they used the results of the study to adjust pay scales. The standard operating procedure when research does not give the desired results is to file the study and then commence another study. Repeat until desired results are achieved.