Here are some suggestions that may help stamp out gender bias in the workplace.
Employers would do well to hire workers based on true qualifications versus stereotypical ideas. Employers should post all job openings with a clear statement of the criteria necessary to qualify for the position and to perform the work.
A diverse workforce can lend great strength to any organization. A diverse workforce can help an organization to stay on the move rather than grow stagnant. If a good workforce diversity program is put into place, it may help all employees to feel comfortable and secure in their work environment. In turn, the employees will then be more productive and will do a better job.
Workforce Fairness, formerly known as the National Employee Rights Institute, tells us that some groups of individuals have routinely been discriminated against. At times, this is related to gender identity issues. For instance, transgender individuals have had to face serious discrimination in the workplace in past years. Until recently, federal and state courts had ruled that transgender individuals were not due to the protection afforded others under the Civil Rights Act (Title VII). However, in light of recent cases, including a Supreme Court case, some courts are now ruling that transgender individuals should be protected under the Civil Rights Act, just as everyone else is.
Workforce Fairness reveals another type of bias found in some places of employment. It is commonly referred to as Family Responsibility Discrimination (FRD) and is based on workers’ needs in caring for their family members. This may occur when workers—of necessity—have to care for young children, aging parents, or a family member with a disability. Women are frequently the ones who are the caregivers in these types of situations. This is now becoming more of an issue in the U.S. since 81% of women have children, 25% of families take care of aging parents, and 10% of employees take care of both children and aging parents.
One woman who is very successful in her career is Donna Frosco. Ms. Frosco is the first woman partner in her law firm of Keane & Beane, P.C. She is also the president of the New York Women’s Bar Association. The advice she gives to women wishing to advance in their own careers is this: Be competent, possess unquenchable curiosity, learn quickly, and listen well. Ms. Frosco made the comment that it is good to listen to what is being said and, sometimes, more importantly, to what is not being said.
I feel everyone is entitled to function in a workplace that is free from bias. This should be available to all individuals, regardless of their views, their sexual orientation, their family responsibilities, or anything else. That is the kind of workplace I would like to become a part of, wouldn’t you?
