Addressing and correcting gender-bias issues in the workplace

The #MeToo movement has sparked a dialog about sexual harassment in workplaces throughout Tennessee and across the country. It's a movement that has broadened to include discussions about all forms of sexual discrimination in the workplace, including so-called "micro-inequities." These are subtle gender-based biases that are often difficult to prove. Such instances can include spotlighting achievements of male workers and downplaying similar efforts by female employees. Body language, vocal tone and gestures can also be part of less obvious forms of gender-bias.

While it is possible for perceived workplace discrimination to be unintentional, it can become a problem if it's a regular pattern that affects an employee's ability to feel comfortable doing their job. When an employee suspects subtle forms of bias, they might talk to co-workers to see if off-putting behaviors are specifically targeted more at women more than men. It's entirely possible for a boss, supervisor, manager or senior colleague to have a generally negative or condescending tone toward everyone regardless of gender, which is something that can be addressed in a different way.

In some cases, subtle bias may be correctable be equally subtle actions that point out the problem. If the issue is female team members being constantly interrupted in meetings, for example, a woman might say "Let me finish" to indicate that such behavior isn't appropriate or appreciated. Doing so might inspire other employees to speak up. When bias is suspected and the problem isn't being acknowledged, an employee might bring up the offending behavior to the individual in a non-confrontational way. Doing so can give the offender a chance to explain their behavior or express a sincere desire to make adjustments.

It may be necessary for an employee to discuss instances of harassment or bias with human resources. Most companies have procedures in place to investigate and deal with such matters. If an acceptable resolution isn't possible or workplace discrimination continues, an employment attorney may be able to take legal actions related to the issue. A lawyer might also address workplace discrimination affecting hiring practices, compensation, promotions and treatment on the job.

No Comments

Leave a comment
Comment Information
Free Consultation

Get Started With Your Free, No-Obligation Consultation

Let us be clear when we say "you pay us nothing unless we win." Your relationship with our law firm begins with a free consultation. You meet directly with one of our experienced lawyers. When you become our client, we never ask you to open your checkbook. We work on a contingency-fee basis, which means our fee only comes from the proceeds from a successful verdict or settlement.

Bold labels are required.

Contact Information
disclaimer.

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

close

Privacy Policy

McCune Zenner Happell, PLLC The Parklane Building, 5200 Maryland Way Suite 120 Brentwood, TN 37027 Phone: 615-953-8337 Phone: 615-425-3476 Fax: 615-251-6958 Brentwood Law Office Map

  • The National Trial Lawyers Top 100 Trial Lawyers
  • Super Lawyers
  • The Best Lawyers in America
  • Nation's Premier NAFBA Top Ten Ranking 2014