A directory of resources inthe field of technical communication.

Discrimination

16 found.

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1.
#13468

Age Discrimination in Technical Communication   (PDF)

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

2.
#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

3.
#13914

Beyond Foucault: Toward a User-Centered Approach to Sexual Harassment Policy   (PDF)   (peer-reviewed)   (members only)

Our current national policy regarding sexual harassment, expressed through legal, economic, and popular discourses, exemplifies the Foucauldian paradigm in its attempt to regulate sexuality through seemingly authorless texts. Arguing that regulation through such discursive technologies need not lead to the effects of domination that Foucault recognized, I propose a user-centered approach to policy drafting that values the knowledge of workers as users and makers of workplace policy.

Ranney, Frances J. Technical Communication Quarterly (2000). Careers>Management>Discrimination>Sexual Harassment

4.
#10713

Bias-Free Language  (link broken)

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

5.
#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

6.
#29644

Employee Communications in an Ever-Changing World   (PDF)

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

7.
#36663

Endorsing Equity and Applauding Stay-at-Home Moms: How Male Voices on Work-Life Reveal Aversive Sexism and Flickers of Transformation   (peer-reviewed)   (members only)

What can we learn about women’s organizational challenges by talking to men about gender roles and work-life? We attend to this question through an interview study with male executives, providing a close interpretive analysis of their talk about employees, wives, children, the division of domestic labor, and work-life policy. The study illustrates how executives’ tacit hesitancy about women’s participation in organizational life is closely connected to preferred gendered relationships in the private sphere. The case reveals a story of meaning in movement—aversive sexism marked by flickers of transformation—demonstrating how talk can both reveal and disrupt enduring gender scripts, and why hearing male voices is integral to addressing women’s work-life dilemmas.

Tracy, Sarah J. and Kendra Dyanne Rivera. Management Communication Quarterly (2010). Careers>Management>Discrimination>Gender

8.
#26579

Enhancing Competence, Cooperation, and Confidence by Strengthening Communication Skills of Diverse Workers  (link broken)   (PDF)

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

9.
#32290

Generation Gaps in Attitudes Toward Sexist/Nonsexist Language   (peer-reviewed)   (members only)

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

10.
#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.

iVillage.com (2001). Careers>Interviewing>Discrimination

11.
#15152

Job Hunting After Thirty-Five  (link broken)   (PDF)

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

12.
#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

13.
#20003

The Struggle for Gender-Free Language: Is It Over Yet?  (link broken)

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

14.
#35961

Where Are the Women?: Pseudonymity and the Public Sphere, Then and Now

Women supposedly don't blog much on politics—at least, not as much or as successfully as men—preferring instead to write "mommy blogs," "knitting blogs," "personal blogs," and the like. This is, of course, a fiction: largely as a response to the cliché, political and feminist women bloggers have made a point of organizing, online and off, and making their presence known.

Osell, Tedra. Barnard College (2009). Articles>Writing>Discrimination>Gender

15.
#35960

Write Like a Man

Men with Pens blogger James Chartrand revealed that "he" is actually a lady with a laptop. After working under her real name for years, Chartrand was still struggling to make it as a freelance writer. Not only was her income negligible, but "I was treated like crap, too. Bossed around, degraded, condescended to, with jibes made about my having to work from home. I quickly learned not to mention I had kids. I quickly learned not to mention I worked from my kitchen table." Out of desperation, she started submitting work under a male pseudonym, just to see if it made a difference. And boy, did it ever.

Harding, Kate. Salon (2009). Careers>Writing>Discrimination>Gender

16.
#13844

Writers and Their Maps: The Construction of a GAO Report on Sexual Harassment   (PDF)   (peer-reviewed)   (members only)

This article examines a 1994 General Accounting Office (GAO) report on sexual harassment at U.S. service academies to determine how power structures affected the report writers’ rhetorical choices. Employing postmodern mapping theories, the article identifies what is valued and devalued in the report’s contents. Then it describes Congress’s reaction to the report and speculates on the report’s impact on public discourse and subsequent social action. It offers postmapping theory as a way of understanding the relationship between discourse and power in policy reports.

Cargile Cook, Kelli. Technical Communication Quarterly (2000). Articles>Reports>Discrimination>Sexual Harassment

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