This is a subtle one. Ask yourself one simple question: Do you interview men and women differently? Do you ask women questions like "Do you have children?" or "Do you plan on having children?" Both of those inquiries have zero business in an interview. Questions about family and family life should be out of bounds-and in some cases, they're illegal. Whether a woman has or plans to have children does not affect her skills any more than it does a man's. Once hired, if the issue of childbirth comes up, deal with it in the moment. Do not predicate the hiring or firing of potential employees on the idea that they may require maternity leave.
What are the causes? - European Commission
Family responsibility discrimination. The EEOC has spotlighted types of discrimination that employees may experience in the workplace because of their caregiving and family responsibilities for children and elderly parents. This is a prime example of sex discrimination based on sexual sterotypes.
How Temperament and Gender Bias - Quiet Revolution
Can your male and female employees climb equally high on the ladder of opportunity? If not, why? What makes a male or female better qualified to climb higher in your company? If there is no justifiable reason for this (and there probably isn't), remove that glass ceiling. Each employee, regardless of gender, should have the same opportunity. All things being equal, men and women should be able to reach as high as possible, given their skills and performance.
GENDER BIAS | Gender Bias Learning Project
Although gender bias is a serious topic with professionally damaging consequences, WorkLife Law's gender bias training website offers a zany, brainy approach that allows you to learn what you need to know, share your experiences, and have fun in the process.
Gender Bias , is a service that includes abstracts of articles focused on evidence based knowledge about differences by sex in the main health problems and specially in those problems specific of women, since 7558.
T hese abstracts came from MEDLINE and A dditional S ocial and life S cience j ournals.
Whether you think your professor is an eccentric genius or a disorganized mess might depend on his or her gender, according to data mapped by a history professor at Northeastern University.
Department chairs find themselves unable to compete for the best candidates when unwitting remarks by a committee member signal a chilly climate to one candidate after another.
When you're unloading boxes of servers from a truck, if a woman wants to help, let her. Don't offhandedly say, "We got this sweetums." You might be surprised to discover that some of the women in your department can deadlift more than the men. This is the kind of subtle gender bias that shows employees that inequality is accepted. The same holds true with standard positional responsibilities. If you have two equally qualified administrators, one male and one female, give them equal responsibilities. Period.
I would be remiss if I did not mention sexual harassment with regard to gender bias. It amazes me that this type of behavior still occurs in the workplace. There is a reason why companies have had to implement policies regarding sexual harassment. And because IT is such a male-dominant profession, harassment is often either overlooked or not even perceived. This is the danger zone of gender bias. Not only can it cause serious issues with your staff, it can come back to haunt your company legally and in the court of public opinion. There are no circumstances where sexual harassment should be permitted. None.
The Employment Non-Discrimination Act (ENDA) , federal legislation that would add sexual orientation as a protected class against discrimination, has been proposed but failed in the past few years. But it is expected that President Obama and the a stronger Democratic majority in Congress will pass and enact the law in 7559.
"Gender bias in the workplace outline" in pictures. More images "Gender bias in the workplace outline".
