Mo’Nique Sues Netflix For Race, Gender Discrimination

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As the #MeToo and Time’s Up movement continues to gain momentum in Hollywood, so does the issue of gender pay disparity. More than that, the issue of race and gender pay disparity has surfaced.

Mo’Nique, on Thursday, filed a legal suit against Netflix, accusing the company of race and sex discrimination by allegedly low balling her on an offer to produce a comedy special.

Monique Angela Hicks, known professionally as Mo’Nique, is an American comedian and actress.

In 2018, the 51-year-old Oscar-winning actress and comedienne posted on Instagram a video of herself calling for a boycott of Netflix for “gender bias” and “colour bias.” She claimed the company offered $500,000 to record a comedy special, which she said was a much smaller sum than it had offered other comics like Amy Schumer, Chris Rock, and Dave Chappelle.

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The company said in a statement to The Hollywood Reporter: “We care deeply about inclusion, equity, and diversity and take any accusations of discrimination very seriously. We believe our opening offer to Mo’Nique was fair—which is why we will be fighting this lawsuit.”

In her suit, the popular Hollywood actress claimed that “The offer Netflix made her “wreaked of discrimination; it perpetuated the pay gap suffered by black women”. She’s suing Netflix for unspecified damages, and for an injunction forcing the company to change its discriminatory policies.

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“Mo’Nique objected to Netflix’s discriminatory pay offer, pointed out how it was discriminatory and asked Netflix to do the right thing by negotiating fair pay with her.,” the suit states. “In response, Netflix did the opposite. It dug its heels in the ground, refused to negotiate fairly and stood behind its discriminatory offer.”

“Unfortunately for Mo’Nique and many other women of colour, their challenges when speaking up about pay gap inequality are all the greater because they are met with scepticism, not empathy when they ask for more money,” the suit states.

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“We celebrated victories of many talented actresses like Emmy Rossum, Jennifer Lawrence, and Ellen Pompeo publicly aired their financial grievances against networks and studios who paid their male colleagues more money than them. This has not been the case for Mo’Nique who to this day has not been made a fair and non-discriminatory offer by Netflix.”

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Mo’Nique Sues Netflix For Race, Gender Discrimination - Brand SpurMo’Nique Sues Netflix For Race, Gender Discrimination - Brand Spur

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Mo’Nique Sues Netflix For Race, Gender Discrimination - Brand SpurMo’Nique Sues Netflix For Race, Gender Discrimination - Brand Spur

Latest News

Singapore Employees Lack Retirement Support From Companies While Financial Wellbeing Becomes a Top Priority: Aon Survey

SINGAPORE - Media OutReach - 14 April 2021 - Aon plc (NYSE: AON), a leading global professional services firm providing a broad range of risk, retirement and health solutions, has released the findings of the 2021 Trends in Retirement & Financial Wellbeing survey for Singapore.


Working adults in Singapore ranked retirement planning as their top priority but an alarming 80% underestimate how much they really need to retire. While retirement support from employers is also lacking, further challenges remain around transparency in group retirement plans' investment offerings and employees foregoing long-term perspectives to seek short-term gains.


Ashley Palmer, Regional Managing Partner, Retirement & Investments, Asia for Aon, said, ""Employers can have a significant impact on how much their employees save by instilling smart habits and healthy money behaviours. The right long-term savings vehicles, effective communications and financial tools will help Singapore's workforce be more financially resilient in the wake of the COVID-19 pandemic."


The survey identifies three main themes in financial wellbeing and retirement support for Singapore employees.

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Financial wellbeing support is the new employee expectation. As a result, close to 40% of employers rank an employee financial wellbeing strategy as their highest priority, followed by emotional and mental wellbeing support. The survey shows that 70% of Singapore employers will formulate or execute financial wellbeing programmes throughout 2021, in line with employee expectations. Companies also view offering a financial wellbeing programme critical in increasing employee engagement and remaining competitive in the talent market.


There is an increasing trend of employer-led supplementary savings plans. Currently, 22% of companies surveyed offer Central Provident Fund (CPF) top-up contributions to citizens and Permanent Residents. But, close to 40% of the working population in Singapore are foreigners who do not have access to CPF and are likely to have foregone their retirement benefits in their home countries. To bridge this gap, and to provide equitable retirement benefits to all employee groups, close to 50% of the organisations surveyed offer supplementary retirement benefits to their foreign staff. Financial services firms are leading in this practice, followed by the technology and the healthcare sectors.


Promisingly, a third of organisations in Singapore are prioritising a thorough review of their supplementary retirement arrangements in 2021.


Alicia Brittain, Senior Consultant & Actuary, Retirement & Investments, Singapore for Aon, said, "Forward-looking companies first need to understand the financial worries of their employees and identify the gaps in their benefits offering. The most effective approaches are aimed at changing individual behaviours towards money and savings and providing accessible programmes and vehicles to deliver sustainable change. For example, when organisations provide retirement benefits as cash-in-lieu, it is most likely immediately spent and so does not form part of an emergency fund or long-term savings for the employees' retirement years. Supplementary retirement plans solve this issue and are more flexible and cost effective - and can also offer contributions above the monthly CPF wage cap to increase employee savings."


Employees in Singapore lack a well-defined default investment strategy. Less than 30% of the surveyed companies in Singapore currently offer their employees an investment choice in their retirement plans, and only 15% of retirement plans have a default investment fund. This leads to employees selecting their own optimal investment funds. They may lack experience in understanding investments, which can lead to misallocating their money and result in inadequate retirement savings or excessive risk taking.


Brittain added, "The key to protecting employees and adding value to savings in any defined contribution retirement plan is a well-defined default investment strategy. This includes frequent performance monitoring, actively managing investment risks and dynamically reducing investment risk as employees move towards retirement."


Notes to Editors

The Aon 2021 Trends in Retirement & Financial Wellbeing for Singapore survey was designed to help organisations understand the unique retirement and financial needs of their Singapore workforce. This tri-annual survey was completed by organisations with employee populations ranging from five to over 4,000 and are based in Singapore. Responding Rewards and Benefits Leaders, HR and Finance Professionals provided feedback and insight on their organisations' financial wellbeing and retirement programmes, interests and concerns. Click here for the full report.

About Aon

Aon plc (NYSE: AON) is a leading global professional services firm providing a broad range of risk, retirement and health solutions. Our 50,000 colleagues in 120 countries empower results for clients by using proprietary data and analytics to deliver insights that reduce volatility and improve performance.

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Stay up to date by visiting the Aon Newsroom and hear from Aon's expert advisors in The One Brief.


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Mo’Nique Sues Netflix For Race, Gender Discrimination - Brand Spur
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