In a recent episode of the Meeting You Where You’re At podcast, host Richard Juknavorian sat down with Brittany Stevens, a partner at Phillips & Associates. The conversation was candid, compassionate, and deeply practical. Brittany shared not only her expertise in discrimination, sexual harassment, and retaliation cases but also the human side of this work: the isolation victims feel, the courage it takes to speak up, and the quiet strength required to help someone reclaim their voice.

At Phillips & Associates, we represent employees only—never employers. We handle thousands of matters across New York, New Jersey, Pennsylvania, and Florida, with a singular focus on protecting people who have been targeted because of who they are or what they have reported.

Brittany’s insights from the podcast reflect the values that guide our firm every day: empathy, thorough preparation, and an unwavering commitment to results that preserve dignity and career.

Why Brittany Chose This Work

Brittany’s path to employment law began with family influence with both of her parents being lawyers. Her passion crystallized during a law school internship at a small Manhattan firm handling discrimination cases. She saw immediately how much people needed help finding their voice at work.

“I saw firsthand how lawyers can make an impact on someone who really needs help,” she said.

That early experience stayed with her. After graduation, she joined Phillips & Associates as a per diem attorney, advanced to associate, then lead attorney, and now partner. As she put it:

“When you are passionate about something and love what you do, you can really grow at your firm.”

Her trajectory is a reminder that dedication and genuine care for clients create opportunities for meaningful advancement—something we actively support for junior attorneys at our firm.

Power Dynamics and the Complexity of “No”

One of the most powerful parts of the conversation centered on workplace power imbalances. Brittany explained why simply saying “no” to unwanted advances is rarely simple.

“These power dynamics are at the heart of so many workplace issues, and a lot of people feel compelled to go along with things because it’s their boss,” she said. “It’s not always as easy as just saying no; there are so many factors as to why people go along with things or can’t just outright refuse.”

Fear of retaliation, job loss, or damage to professional reputation often silences employees. Brittany emphasized that the law recognizes this reality: harassment does not require explicit demands. The imbalance itself can create a hostile environment or quid pro quo pressure.

At Phillips & Associates, we see this pattern repeatedly. Supervisors rarely need to spell out consequences—the hierarchy does it for them. Our role is to document the pattern, build leverage, and help clients regain control without unnecessary public exposure.

The Isolation of Discrimination and the Power of Support

Brittany spoke movingly about how isolating workplace discrimination can feel.

“It’s a very isolating experience getting discriminated against at work, and having someone to talk to in real time is very powerful.”

Many callers to our firm are still employed and terrified of retaliation. Their biggest question is almost always the same:

“What’s going to happen to me if I come forward?”

We answer honestly: every situation is unique, and there is no single “right” way to proceed. Some clients choose confidential negotiation. Others file administrative charges or lawsuits. What matters most, Brittany stressed, is the client’s mental health and physical safety.

“The mental health and physical safety of the client comes before anything else.”

This client-centered approach defines our practice. We assign a dedicated three-person team—lead attorney, associate, and paralegal—to every case so clients always have someone available to listen and strategize.

One practical takeaway Brittany emphasized was the importance of documentation.

“Documenting things is very important, because even just a complaint in real time can be powerful evidence.”

A contemporaneous email to yourself, a text to a trusted friend, or a brief note about what happened can make an enormous difference later. Juries and investigators often look for evidence created close to the events—not months or years afterward.

We counsel clients on safe, discreet ways to preserve evidence without escalating risk while still employed. Small, consistent steps often become the foundation of strong outcomes.

Pregnancy Discrimination and the Need for Real Support

The conversation also addressed pregnancy discrimination and maternity leave retaliation—issues we see far too often.

“There’s a negative connotation that people who have families can’t perform at the same level, and that’s really unfair,” Brittany observed.

New mothers (and fathers) frequently face subtle or overt bias: reduced responsibilities, missed promotions, or termination shortly after return. Flexible policies sound good on paper, but implementation varies widely.

Brittany, herself a parent, reflected on the shift in perspective parenthood brings:

“When you become a parent, you really appreciate getting your work done so you can go home and be with your family.”

True support means accommodating pumping breaks, flexible hours when possible, and rejecting the myth that parents are less committed. When employers fail to provide support, the law offers strong protections under federal, state, and city statutes.

The Emotional Weight—And Why It’s Worth It

Employment law on the plaintiff side is heavy work. Brittany was candid about the toll.

“I’d be lying if I said it wasn’t difficult; the work we do every day is very heavy… It is exhausting seeing these difficult things happen.”

Yet the motivation remains clear:

“I love what I do so much… You really have to love it and want to help people.”

She finds hope in the growing number of people speaking out.

“The fact that more people are speaking out is very impactful, because it pushes companies to make changes.”

Cultural shifts happen when employees share their experiences and when firms like ours hold employers accountable. Each confidential settlement or verdict sends a message: mistreatment has consequences.

Brittany also shared her joy in mentoring junior attorneys, particularly women navigating leadership while doing emotionally demanding work. She encourages them by example—showing how she started at the firm and rose through the ranks.

We actively foster this culture at Phillips & Associates. Junior lawyers work closely with partners, handle meaningful responsibilities early, and see firsthand that passion and persistence lead to growth.

Moving Forward: Awareness, Education, and Action

Brittany closed with a note of optimism grounded in reality. Laws evolve—sometimes quickly, sometimes slowly—but awareness is accelerating change.

Companies are beginning to recognize that inclusive, respectful cultures are not just ethical; they are good business. Still, progress depends on individuals willing to speak up and on attorneys prepared to stand beside them.

At Phillips & Associates, we remain committed to that partnership. Whether through direct representation, resources like HarassmentHelp.org, or public education, our goal is simple: give employees accurate information early, protect their careers, and deliver outcomes that restore dignity.

If you or someone you know is facing discrimination, harassment, or retaliation, you do not have to navigate it alone. Early guidance can change everything. Reach out for a confidential consultation at (866) 229-9441. We are here to listen without judgment and to help you understand your options.

Brittany Stevens’ conversation on Meeting You Where You’re At was a reminder of why this work matters: because behind every case is a person who deserves to feel safe, respected, and empowered at work.