Articulated Insight – “News, Race and Culture in the Information Age”
The past decade has been a period of profound social change, marked by powerful movements demanding justice, equality, and safety for all. From nationwide protests against systemic racism to calls for an end to gun violence, citizens have raised their voices to challenge injustice. This wave of activism extends into our professional lives, highlighting the critical importance of upholding civil rights in the workplace.
This post will explore the major U.S. civil rights movements of the last ten years and shed light on how these principles apply to the workplace. You will learn about common civil rights issues you might encounter at work and discover practical ways to advocate for a more equitable environment for yourself and your colleagues.
A Decade of Advocacy: Four Key Movements
While the fight for civil rights is ongoing, several recent movements have captured national attention and driven significant conversations around justice and equality.
Black Lives Matter
The Black Lives Matter movement focuses on combating systemic racism and police brutality against Black individuals. While its roots go back further, the movement gained unprecedented momentum following the murder of George Floyd in May 2020. Millions of people across the United States and the world participated in protests, creating one of the largest social movements in American history. These demonstrations brought renewed attention to the urgent need for police reform and accountability.
Stop Asian Hate
In response to a rise in anti-Asian racism and violence, the Stop Asian Hate movement emerged to protect and support Asian American and Pacific Islander (AAPI) communities. Activism intensified during the COVID-19 pandemic, a period that saw a disturbing increase in hate incidents. The Atlanta spa shootings in March 2021 served as a tragic catalyst, mobilizing communities to demand action against xenophobia and racial violence.
The Me Too Movement
The Me Too movement, which gained global prominence in 2017, has empowered survivors of sexual harassment and assault to share their stories and demand accountability. Its influence has been far-reaching, leading to the downfall of powerful figures, like Harvey Weinstein, and prompting significant legal reforms. The movement continues to challenge workplace cultures that have historically protected abusers and silenced victims, pushing for greater transparency and justice.
March for Our Lives
Initiated by student survivors of the 2018 high school shooting in Parkland, Florida, March for Our Lives is a youth-led movement advocating for gun control legislation to end gun violence. The movement has organized massive demonstrations and sustained its advocacy efforts, especially following subsequent tragedies like the Uvalde school shooting in 2022. These young leaders have reshaped the national conversation around gun safety and the rights of students to be safe in their schools.
Bringing the Fight for Civil Rights into the Workplace
Your civil rights don’t disappear when you clock in for work. According to the U.S. Department of Labor, every employee has the right to a workplace free from discrimination. You cannot be treated unfairly—whether through hiring, pay, promotions, or termination—because of your race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.
Despite these legal protections, civil rights violations remain a persistent problem in many workplaces. Recognizing these issues is the first step toward creating a more just and equitable professional environment.
Common Workplace Civil Rights Issues
- Pay Disparity: A significant and widespread issue is the gender pay gap, where women are paid less than men for comparable work. This disparity can be even wider for women of color.
- Racial Profiling: This can manifest as biased hiring practices, where candidates are overlooked because of their race. It can also appear in promotion decisions, with employees of color being passed over for opportunities in favor of their white colleagues.
- Religious Discrimination: This includes failing to provide reasonable accommodations for an employee’s religious practices, such as scheduling or dress code adjustments, or creating a hostile environment based on an individual’s beliefs.
- Sexual Harassment: This involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. It creates an intimidating and hostile work environment and is a serious violation of an employee’s rights.
- Disability Discrimination: This occurs when an employer treats a qualified employee or applicant unfavorably because of a disability. It also includes failing to provide reasonable accommodations that would allow the employee to perform their job.
How to Advocate for Civil Rights at Work
Standing up for civil rights in the workplace can feel daunting, but your voice has power. Whether you are addressing a personal experience or supporting a colleague, there are effective ways to advocate for change.
Identify and Address Discrimination
The first step is to recognize and document instances of unequal treatment, harassment, or biased practices. Keep a detailed record of what happened, including dates, times, locations, individuals involved, and any witnesses. Report the behavior according to your company’s policies, which usually involves speaking with a manager or human resources.
Educate Yourself and Your Colleagues
Knowledge is a powerful tool. Take the initiative to learn about federal and state civil rights laws. Many companies offer training on diversity, equity, and inclusion (DEI). Participate in these sessions and encourage your coworkers to do the same. Understanding what constitutes discriminatory behavior helps everyone contribute to a respectful workplace.
Support Victims and Build Alliances
If you see a colleague experiencing discrimination, offer your support. You can help them find resources, act as a witness, or simply listen. Consider joining or forming an Employee Resource Group (ERG) or a similar alliance. These groups provide a platform for employees to work together, address systemic issues, and advocate for change collectively.
Engage with Leadership and Promote Better Policies
Bring your concerns directly to senior management. A united voice from employees is often more effective than a single complaint. Advocate for stronger anti-discrimination policies, more transparent complaint procedures, and robust diversity and inclusion initiatives. When leadership understands that employees are committed to equity, they are more likely to take meaningful action.
By fostering an inclusive culture where every employee feels valued and respected, we can build workplaces that truly reflect the principles of equality and justice. The fight for civil rights continues on many fronts, and the workplace is one of the most important.
Pam McElvane, CEO, Author & Publisher, P&L Group
CEO | Master Coach | Board Governance Expert | Data Scientist | Strategist | Publisher
Pamela McElvane, MBA, MA, MCPC, is the CEO and founder of P&L Group, Ltd which has 3 key brands: Diversity MBA Media, 3I Research Institute & Diversity Learning Solutions, headquartered in Chicago, IL. Ms. McElvane has spent more than 25 years working with large and midsize companies providing insights and best practices, leadership and executive coaching, strategy, and organizational management.
Contact for public speaking, coaching and leadership training opportunities:
833-362-2100 ext. 700 (Main)
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