The article includes an explanation of what constitutes a bias or discrimination, and how to address it.
For example, an employee who works on an organization’s behalf will likely face different treatment if she is a woman, for example.
But what if the employee is a man, and his employer also has a male manager?
What if that person is an employee of a company that has a similar male manager, or a woman who works for the same company?
That person might be a potential employee.
For a female employee who has worked at the same employer for a long time, she might be treated the same as a male employee, and be considered a target of workplace discrimination.
The article does not provide any guidance about whether the discrimination is intentional or unintentional.
That is a decision for the employer.
The fact that this is a topic of debate is not a reason to not talk about it.
The company’s policies and practices are based on its legal obligations under the Civil Rights Act of 1964, the federal Equal Pay Act of 1963, and the Americans with Disabilities Act.
For more, see our coverage of discrimination in this area.
We also discuss how to avoid discrimination at work and how that can help prevent discrimination in retirement.
The next article will address some of the most important things you need to know about the topic.
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