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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.