Strategic Partner Jenny R. Yang is passionate about helping employers design and implement workplace practices that prevent harassment, foster respectful workplaces, and promote inclusion and equality of opportunity through evidence-based research. Before joining Working IDEAL, Jenny led the nation’s enforcement and public policy response promoting equal opportunity, as Chair of the U.S. Equal Employment Opportunity Commission. She has dedicated her career to advancing equality, representing workers challenging discrimination and other unfair employment practices, and championing structural reforms through private and public impact litigation.
Jenny served on the Commission from 2013 to 2018, and as Chair from September 2014 to January 2017. Under her leadership, the Commission redoubled its efforts to tackle systemic barriers to opportunity, including launching a Select Task Force on the Study of Harassment in the Workplace, conducting a review of the EEOC’s systemic program, advancing initiatives to promote equal pay, and issuing updated retaliation guidance. As Chair, she created new procedures for public input on guidance documents to promote transparency and led comprehensive investments in digital systems to facilitate the online exchange of charge information.
In addition to her role with Working IDEAL, Jenny is a Leadership in Government Fellow with the Open Society Foundations and a Fellow with the Urban Institute. She is studying the impact of structural changes in the workplace on employment protections – including anti-harassment protections – for the growing number of Americans working as independent contractors, subcontractors and temporary workers, and in the gig economy.
Jenny has first-hand experience working to create change within organizations both as Chair of the EEOC and in private practice as chair of the hiring and diversity committee. Through her years of experience investigating and resolving cases as well as assisting employers, Jenny has gained a deep understanding of how recruiting and hiring practices, pay systems, promotion practices, and comprehensive harassment prevention efforts can be designed to remove barriers to opportunity.