Employers (Kansas & Missouri Only)

How strong is your mental health disability compliance system?

Do you understand all of your federal and state-level obligations?

Are you comfortable with “good enough” or are you ready to lead?

Please contact us, we can help.

Empolyes

Employees (Kansas & Missouri only)

Do you have a professionally diagnosed mental health disability?

Are you or were you recently employed?

Do you live in Kansas or Missouri?

Are you aware you are legally protected - federally and state?

Do you know if your employer is in compliance with these protections?

Please contact us, we can help.

Who We Are

We are executive leaders who have spent decades inside the business world—building teams, leading change, and driving results. But we are also survivors. Survivors of illegal discrimination that targeted our mental health disabilities, ignored our rights, and left lasting damage.

We’ve seen what happens when companies disregard the laws designed to protect people with disabilities—especially those with mental health conditions. Worse still, we’ve seen what happens when power is used not just to hide wrongdoing, but to prolong harm, silence truth, and deny closure. This isn’t just unethical. It’s systemic. It’s corrosive. And it must end.

We’re piloting the nation’s most rigorous anti-discrimination enforcement zone in the heartland—Kansas and Missouri, and concurrently helping companies institutionalize leading compliance and support systems. What we prove here will change the national conversation and enable our growth.

The Anti-Discrimination Project Inc. is a Delaware Public Benefit Corporation—intentionally designed to prioritize justice, transparency, and impact over profit. We are actively pursuing Certified B Corporation status. (Learn more: bcorporation.net/certification)

How We Can Help

  • For Victims

    For Victims

    We’ll provide tools, support, and protection—so they can rebuild, speak out, and seek justice.

  • For Companies

    For Companies

    We’ll offer strategies to prevent harm and build compliance into culture—not just policy.

  • For the Public Sector

    For the Public Sector

    We’ll work to reform outdated enforcement systems and push for stronger, faster consequences that match the harm done.

Our Team

Brett Leeth

Founder, CEO & Executive Director

Charlie “Chuck” Taylor

Charlie “Chuck” Taylor

Our Generative Artificial Intelligence

Shounteé Turner

Capital Strategy & Fundraising Leader

Posting Imminent

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Director of Survivor Engagement

Britne Jenke

Director of Program Curriculum

Posting Imminent

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Director of Business Engagement

Posting Imminent

Posting Imminent

Director of Strategic Partnerships

Posted on LinkedIn

Marketing & Public Relations Manager

10 Things We Think You Should Know

  • 1. Mental health conditions are protected under the ADA

    Fact: The Americans with Disabilities Act (ADA) protects employees with mental health conditions such as depression, anxiety, PTSD, and bipolar disorder—if the condition substantially limits major life activities (e.g., sleeping, concentrating, interacting with others)

    Source: U.S. Equal Employment Opportunity Commission (EEOC)

  • 2. Employers are legally required to provide reasonable accommodations

    Fact: If an employee discloses a qualifying mental health condition, employers must explore reasonable accommodations (e.g., modified schedule, remote work, quieter workspace), unless doing so would cause undue hardship.

    Source: Job Accommodation Network (JAN), U.S. Department of Labor

  • 3. Retaliation for requesting accommodations or speaking up is illegal

    Fact: It is illegal for employers to retaliate against someone for requesting accommodations or filing a complaint—even internally. Retaliation is the most commonly filed charge with the EEOC.

    Source: EEOC 2023 Charge Filing Statistics

  • 4. Early legal action preserves leverage—and increases payout potential

    Fact: Acting early (e.g., within the EEOC or state agency filing window) increases your ability to negotiate stronger financial terms and pursue higher damages later. Delay often reduces recoverable value.

    Source: U.S. Department of Labor; EEOC timelines

  • 5. Mental health discrimination claims are increasing—and being upheld

    Fact: Mental health–related discrimination claims have risen significantly in recent years. The EEOC has pursued and won multiple enforcement actions involving PTSD, anxiety, and depression-related discrimination.

    Source: EEOC Enforcement Data (2023), legal case summaries

  • 6. ADA claims allow recovery of lost wages, emotional distress, and legal fees

    Fact: The ADA allows plaintiffs to recover back pay, front pay, compensatory damages (for pain/suffering), and attorney’s fees, meaning your legal costs may be covered if you prevail.

    Source: Americans with Disabilities Act (Title I Remedies); Legal Information Institute (Cornell)

  • 7. Retaliation claims often increase financial awards

    Fact: Adding a retaliation component significantly increases damage awards. Courts and juries often view retaliation more harshly than the original discrimination.

    Source: National Employment Lawyers Association (NELA); EEOC

  • 8. Settlements and verdicts for mental health discrimination can reach six to seven figures

    Fact: Mental health discrimination cases—especially those involving retaliation, wrongful termination, or denied accommodations—have led to settlements and verdicts ranging from $100,000 to over $1 million.

    Source: EEOC press releases, case law databases

  • 9. Employers are more likely to settle privately to avoid public scrutiny

    Fact: Many employers offer substantial confidential settlements to avoid public exposure, especially when mental health discrimination could damage brand reputation or investor trust.

    Source: Bloomberg Law, HR Dive, law firm surveys (e.g., Littler, Fisher Phillips)

  • 10. Silence enables repeat harm—to you and others

    Fact: Studies show that when workplace discrimination goes unchallenged, the likelihood of repeated harm—toward the individual and future employees—increases significantly. Pursuing a claim can create institutional accountability.

    Source: Harvard Business Review, Mental Health America, and academic research

Immediate Needs

We have bold aspirations and high expectations—but we cannot succeed without support.

If you share our mission and bring the passion, courage, or resources to help, you're not just meeting a need—you’re becoming a true partner in impact.

Our most pressing needs include:

  • Financial Support
    Title sponsors, corporate or foundation backers, and program-specific funders

  • Legal & Regulatory Expertise
    Advisors with backgrounds in employment, disability, contracts, litigation, and federal/state law

  • Advisory Mentors
    C-suite leaders who can help us anticipate resistance and prepare for scale

  • Strategic Partnerships
    Access to deep professional networks that align with our mission

  • Public Relations & Campaign Design
    Help shaping the right programs for the right audiences to drive real results

  • Victim Origination & Relationship Building
    Support in identifying individuals who need us and building trusted connections

  • Business Engagement & Cultural Strategy
    Help turning this from a reactive solution into a proactive movement within organizations

  • Other Critical Contributions
    If you see a gap we haven’t listed—tell us. We welcome bold ideas and unexpected allies.

To learn more or to get involved, reach out using the form below. Our Founder will follow up personally.

News

For media inquiries: letstalk@theadproject.org

Contact Us

We welcome all inquiries. Whether you’re a potential Client, Partner, Supporter, or member of the media-please reach out below.