It's a "vicious cycle," says corporate diversity/inclusion consultant Lily Zheng, and it "keeps systemic inequity deeply entrenched within many workplaces."
Some workers in Michigan and elsewhere - research often points to female employees - feel that something in the workplace is just wrong even when all relevant factors seem unproblematic on the surface.
Most employees in virtually all work realms spanning Michigan and the country don’t seek special on-the-job treatment.
America’s high-tech industry is justifiably vaunted on a number of fronts. Tech startups fuel futuristic ideas that promote job growth and produce new products and services of great utility. Tech companies attract competition, which naturally propels development forward in next-step progression. High-tech enterprises lure bright minds and top talent. The list of upsides goes on.
A recent Bloomberg article on American work environments notes a view prevalent among business principals that workers have long had too much freedom in publicly lashing out against alleged workplace wrongs. The Bloomberg piece especially spotlights "comments made on social media and during strikes and protests."
Federal research and development center Jet Propulsion Laboratory obviously commands exceptional acumen in its oversight of some singular and notably complicated tasks.
Why the wait?
Human resource departments are often the first-place workers go for guidance when experiencing discrimination within the workplace. But are these departments as helpful as we would like? According to one survey, human resource departments throughout the country are failing the very people they are designed to protect: the workers.
Short on widespread discriminatory evidence, but long on damning statistics. That is essentially one summation of a workplace discrimination lawsuit filed recently against mega Wall Street bank Morgan Stanley by an ex-employee.
A group of U.S. senators recently drafted a notably forceful letter to Facebook CEO Mark Zuckerberg. They lambasted his company for its “significant gaps between professed commitment to racial justice and the company’s actions and business interests.”