Principle 1 Employment and Compensation
Key Element B Discrimination

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"Women face discrimination not only based on gender, but for a multiplicity of reasons, including race, ethnicity, religion, disability, sexual orientation, gender identity, or cultural stereotypes. A combination of identities can create complex barriers and negatively affect women's equality of opportunity and advancement within the workforce. Discrimination based on marital status occurs when employees are treated differently based on whether they are married, widowed, divorced, single, or unmarried with a same-sex or opposite-sex partner. Parental status discrimination occurs when employees are treated differently solely because they do or do not have children. Where familial responsibilities are taken into account, assumptions about an employee's lack of ability or willingness to work long hours, travel, or otherwise perform at a level consistent with other employees can undermine her or his opportunity to advance and prevent her or his performance from being judged fairly. In the United States, federal law prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. It is also illegal to discriminate against employees based on their health status, including HIV/AIDS. Pregnancy discrimination comes in many forms beyond refusing to hire a pregnant applicant or firing or demoting a pregnant employee. It can also include denying the same or a similar job to a pregnant employee when she returns from a pregnancy-related leave and treating a pregnant employee differently from other temporarily disabled employees."

There are 6 indicators for this element.
Indicator 1

On a regular basis, review recruitment, retention, promotion, layoffs, terminations, and disciplinary actions metrics for possible adverse impacts on women.

Implementation level
Indicator 2

Compare the organization's workforce data to most recent labor pool data to identify gaps and target recruitment efforts for women.

Implementation level
Indicator 3

Establish a non-discrimination policy that protects on the basis of race, ethnicity, religion, sex, reproductive status (including pregnancy, childbirth, or related medical conditions), national origin, ancestry, age, physical or mental disability, medical condition (including HIV status), caregiver status, veteran status, marital status, parental status, sexual orientation, and gender identity and/or expression.

Implementation level
Indicator 4

Prohibit discrimination in hiring, promotion, salary, benefits, discipline termination, and layoffs. Establish written employment policies for personnel management decisions that address placement, transfers, layoffs, discipline, discharge, and complaint mechanisms.

Implementation level
Indicator 5

Educate all employees on the non-discrimination, whistleblower, and non-retaliation policies.

Implementation level
Indicator 6

Provide non-discrimination training to all personnel involved in making decisions on work-related privileges and activities including wages, hours, benefits, job access, qualifications, and working conditions, to ensure they are free from bias.

Implementation level

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