Sahar F. Aziz — Sticks and Stones, the Words That Hurt: Entrenched Stereotypes Eight Years after 9/11

36 published claims from this book.

• American identity is defined by race and citizenship proxies for national loyalty
• An Iranian Muslim employee endured continuous anti-Muslim workplace insults
• Anti-Arab harassment is actionable under both Title VII and Section 1981.
• Anti-Muslim harassment targeting Arabs and South Asians is simultaneously actionable under § 1981
• Arab American specialists in antiterrorism agencies endured workplace discrimination and harassment
• Arab plaintiffs must plead race to win relief under § 1981.
• Arab plaintiffs must plead race-based harassment to secure Section 1981 relief
• Bias against Muslim-looking workers conflates racial and religious categories.
• Christians of Arab descent face workplace discrimination because colleagues assume they are Muslim
• Courts carving out wartime foreign-policy slurs creates a de facto exception under Title VII
• Courts dismiss anti-Muslim harassment as stray remarks excused as ignorance or protected political speech
• Courts dismiss ethnic harassment claims by failing to gauge slur severity
• Employer tolerance of harassment itself violates Title VII national origin protections
• Employers defeat hostile-environment claims by invoking simple teasing and offhand comments.
• Ethnic slurs against Arab workers grounded national origin harassment claims.
• Fifty-three percent of Americans hold an unfavorable opinion of Islam
• Government profiling rules exempt national security and stay nonbinding
• Habitual cumulative epithet use can permit harassment claims to reach trial
• Hostile work environment claims use national origin or ethnic origin grounds.
• Media imagery drives public bias against Muslims and Arabs
• Muslim prayer and fasting needs are structurally recurrent and bounded during the workday
• Native-born Muslims report discrimination far more than immigrants do
• Official NYPD language conflates orthodox Muslim practice with violent jihadism, licensing profiling
• Relentless derogatory epithets defeat summary judgment in bias suits
• Section 1981 spills beyond Title VII’s damage caps and employee thresholds.
• Similar anti-Muslim harassment evidence can fail the severe-or-pervasive standard
• Stereotypes equating Muslim appearance with terrorism produce workplace harassment
• The government reclassified minor immigration violations as terrorism cases to inflate success
• The Patriot Act aggravated workplace discrimination by mandating employer investigations.
• There is no fixed number of slurs required to establish a hostile work environment.
• Title VII does not function as a general civility code for workplace conduct.
• Title VII hostile environment claims need no lost sales or tangible harm.
• Title VII hostile environment claims only succeed on egregious, not merely offensive, conduct.
• Title VII hostile work environment claims require five specific elements to be proven.
• Title VII national origin claims proceed under three distinct liability theories
• Visible religious dress is read as proof of refusing to assimilate