In a perfect work environment, hiring, promotions, and dismissals would all be issues decided entirely on the merits of an employee’s work, rather than factors such as office politics or gender. Unfortunately, the reality of the working world is that unfair treatment and discrimination do sometimes enter the picture, making for unfair outcomes and even promising careers cut short. Of course, there is no doubt that gender discrimination is wrong. And the law recognizes this fact as well, so the American justice system provides remedies for the victims of gender discrimination in the workplace.

It’s important to remember that as the victim of gender discrimination, such acts are not your fault. Moreover, the responsibility to prevent such acts of discrimination is on your employer and the offending party, not you. In some cases, though, you may be able to discourage the likelihood of such discrimination heading in your direction. If you do feel you have been a victim of gender discrimination, it is always best to consult an attorney who has experience in this area. In the meantime, you may be able to protect against gender discrimination through the use of some at-work strategies.

Office-Wide Strategies

One way to protect against gender discrimination is by encouraging awareness and educational efforts. Your workplace should already have in place some training and educational programs to deter harassment, but if it does not, speaking to management may be helpful. By alerting your management to the importance of training and education efforts, you are helping them avoid potential liability, a fact you may wish to mention.

Another way to protect against gender discrimination is to encourage a culture of openness and one that celebrates everyone’s achievements. A workplace that takes pride in everyone’s contributions and accomplishments, regardless of gender, is one in which gender discrimination is less likely to occur. Pointing out that everyone’s accomplishments are worthy of praise and recognition can help cultivate an atmosphere of mutual respect and inclusion, which may help eliminate or stave off gender discrimination.

In addition, you can try to encourage the establishment of a reporting system for harassment and discrimination. Such a system is best put in place with the backing of management, as that will indicate the seriousness with which complaints will be dealt. This type of system should provide some sort of protection for the reporting parties so that there are no retaliatory actions taken toward those who are the victims of gender discrimination and simply want to report that fact.

Personal Strategies

On a more personal level, you can attempt to avoid those who are engaging in discrimination and decline the opportunity to work with those individuals when possible. Additionally, you can try to ask for a re-assignment or speak with a superior about the discriminatory behavior. Sometimes, simply drawing attention to the situation and talking about it can help peacefully diffuse the situation.

But in the end, the responsibility to end gender discrimination does not fall on you. It falls on those performing the discriminatory action. If you feel you have been the victim of gender discrimination, you should seek legal counsel to understand your rights and options through the court system. Speaking with a dedicated attorney with experience in this field will put you in a better position to handle gender discrimination and can empower you to continue on in a successful career.