How Do You Deal With Gender Discrimination In The Workplace

How do you deal with gender discrimination in the workplace when there is no single incident to point at? Most of it is structural, and structural matters are proved by pattern rather than by a moment.

That makes contemporaneous records more important here than in almost any other type of complaint.

Keep a dated note of decisions, not feelings. Who was assigned which project and by whom. What was said when you asked about progression, in their words. Which meetings you were and were not invited to. What you were told about a pay review and when. Keep it outside work systems, since access can be removed quickly.

A pattern assembled from twelve dated entries is a very different conversation from a general sense that something is wrong.

Support and advice are available before you decide anything. The Australian Human Rights Commission explains the options. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s EEO training course and discrimination articles.