The United Nations defines violence against women as “any act of gender-based violence that results in, or is likely to result in, physical, sexual, or mental harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or in private life.”
A patient of mine recently shared a story with me about her visit to an area emergency room a few years ago.* She had a painful medical condition. The emergency room staff not only did not treat her pain, but she recounted: “They treated me like I was trying to play them, like I was just trying to get pain meds out of them. They didn’t try to make any diagnosis or help me at all. They couldn’t get rid of me fast enough.”
The House on Thursday passed the Pregnant Workers Fairness Act, which would provide key workplace protections for women, particularly those working in physically demanding jobs.
The origins of unconscious bias training (and diversity training more broadly) are rooted in the history of civil rights legislation and gender rights legislation in the US and in the introduction of equality and anti-discrimination laws around the world, proliferating in the cultural climate of the 1960s & 70s.
If we really care about people with disabilities and disability issues, we should all do better than just tossing pocket change in every fundraising bucket we see, or signing up for every walkathon a coworker’s kid puts in front of us. But how do we choose which disability-related causes and organizations to support?