The ACLU stepped in after there were concerns about the school's enforcement of the dress code, which had been revised to allow leggings.
While it is, presumingly, a joke, the greeting card just comes off as tasteless.
The Seattle-based coffee giant will close its doors on May 29 to conduct "racial bias" training with its employees, planning to “address implicit bias, promote conscious inclusion, prevent discrimination and ensure everyone inside a Starbucks store feels safe and welcome.”
A new study published in the Journal of Personality and Social Psychology shows that being easy on the eyes doesn’t mean it’s easy to get any job you want.
One of the more ingenious ways researchers have uncovered bias in hiring practices — biases employers themselves either aren’t aware of or aren’t going to cop to if asked directly — is by sending out a bunch of résumés and cover letters that are identical other than on one key variable. Now, reports Noam Scheiber in the New York Times, researchers have expanded this sort of experiment to a new population: disabled people. Related: Millennials Are Less Racially Tolerant Than You Think As Scheiber explains, for the study, conducted for the National Bureau of Economic Research, a group of researchers stuck to the same format as those earlier experiments, sending thousands of applications out for accounting jobs, varying just one key aspect of the cover letters: The researchers constructed two separate résumés: one for a highly qualified candidate with six years of experience, and one for a novice candidate about one year out of college. For each résumé, they created three different cover letters: one for a candidate with no disability, one for a candidate who disclosed a spinal cord injury and one for a candidate who disclosed having Asperger’s syndrome, a disorder that can make social interaction difficult.