#13468
Age Discrimination in Technical Communication 
Age discrimination in the workplace occurs any time one worker is treated differently from another due to age, or another worker's beliefs about age-related inabilities. Solving the problem of age discrimination in the workplace involves three things: understanding the problem and how it affects the way we work, educating ourselves and the rest of the general working public about age discrimination, and finding specific ways to address and overcome the issue.
Steele, Karen A. and Linda I. Bell. STC Proceedings (1993). Careers>Advice>Discrimination>Workplace
#13275
Avoiding Insensitive and Offensive Language 
Suggestions for avoiding language that reinforces stereotypes or excludes certain groups of people. Includes examples of sentences and words to avoid, and replacements for them. Includes the following topics: Sexism, Race and Ethnicity, Age, Sexual Orientation, Depersonalization of Persons with Disabilities or Illnesses, Patronizing or Demeaning Expressions, and Language That Excludes or Emphasizes Differences.
Nichols, Wendalyn. Random House. Reference>Style Guides>Discrimination>Ethnicity
#10713
Insensitive use of language can send discriminatory or negative messages to other people and has been demonstrated to affect learning, self-esteem, and career choices. In a business environment, our interactions with co-workers and our relationship with clients also can be affected. This page provides some general guidelines for using written and spoken language that are diversity-sensitive.
Author's Guide (2000). Reference>Writing>Discrimination
#20915
Diversity in US Workplace Communication
This course will increase your understanding of the ways in which traditional communication pattern in the workplace enrich or diminish us and empower or marginalize women, older workers, workers with disabilities, racial and ethnic groups and other minorities, and labor.
Locker, Kitty O. Ohio State University, The. Academic>Courses>Discrimination>Workplace
#29644
Employee Communications in an Ever-Changing World
Communications are continually changing in the business environment. Now more than ever, managers must be more culturally aware when communicating with the younger and older generations for all ethnicities. We, as employees, must also be aware of communicating with younger bosses and co-workers. Global communications, whether written or face-to- face, require different skills that each of us should aspire to understand in working with different groups. This paper covers the U.S. workforce statistics, seven communication principals, and cultural communications; provides you with a glimpse into discovering your communication style; and finally talks about how to communicate with younger bosses and co-workers.
Damrau, Jackie. STC Proceedings (2005). Articles>Business Communication>Discrimination
#26579
This article explains how strengthening communication skills of our diverse workers could enhance competence, cooperation, and confidence in the workplace. A study focusing on language barriers was used to emphasize how variations in communication can, if not handled properly, escalate into conflicts in the workplace. Findings from the study that negatively affect productivity: lack of adequate training, lack of awareness of the culture of diverse groups and the perception that some were being subjected to racism and stereotypes are discussed.
Nealy, Chynette and Amiso George. Association for Business Communication (2004). Careers>Business Communication>Discrimination>Education
#13310
Interviewing: What Questions Are Illegal?
Discrimination in hiring is illegal. But how do you know when an interviewer is discriminating? Our FAQ on illegal interview questions prepares you before you're in the hot seat.
#15152
Identifies several ways older technical communicators can protect themselves from age discrimination when searching for a new job.
Carliner, Saul. Intercom (2002). Careers>Interviewing>Discrimination>Elderly
#31464
Old Claims with a New Twist: E-Harassment in the Workplace
Many companies carry out portions of their business via an intranet or the Internet. Other companies grant access to the Internet to some, if not all, employees. The ease with which these systems allow employees to communicate with each other and with the outside world presents obvious business advantages. Unfortunately, employers now realize that the advantages gained by these technologies bring with them the risk of a new wave of harassment claims based on the alleged misuse of these modes of communication. In order to reduce these claims, or at least attempt to minimize exposure to such claims, employers will have to adjust to meet the new dynamics of a changing workplace.
Towns, Douglas M. Communication World Bulletin (2004). Articles>Business Communication>Discrimination>Email
#20003
The Struggle for Gender-Free Language: Is It Over Yet?
All current style manuals address in one form or another the need for bias-free, inclusive language. Most writers and editors deal with this issue regularly — we've installed mental alarm systems that go off when we sense bias or something that can be construed as bias. In fact, some commentators say we've gone too far toward what social commentator Christopher Cerf calls, with grave facetiousness, 'content-free writing,' lest language offend anyone, anywhere. Does gender-free writing still present problems, and if so, how are most of us resolving them? After all these years of practice at being evenhanded, consider several litmus tests.
Rea, Jane. Editorial Eye, The (2003). Articles>Style Guides>Discrimination>Gender
#32290
Generation Gaps in Attitudes Toward Sexist/Nonsexist Language 
This study of attitudes toward sexist/nonsexist language reveals generation gaps in a sample of 18- to 87-year-olds (N = 370). On average, participants are undecided about the merits of inclusive language, but older participants are more supportive than 18- to 22-year-olds. Attitudes toward women are a significant predictor of attitudes toward sexist/nonsexist language in all age—gender groups. Education is a stronger predictor than age; perspective-taking ability and gender self-esteem are each significant predictors for one age—gender group.
Parks, Janet B. and Mary Ann Robertson. Journal of Language and Social Psychology (2008). Articles>Business Communication>Discrimination>Gender
