I wouldn’t immediately jump to conclusions on how I felt about a company if they were charged with a discrimination lawsuit. I would first look into the type of discrimination suit the company was being charged and read up on the allegations. Especially with larger companies, I would want to understand if the suit was being brought on by a single individual or multiple parties. I feel like this would help show whether discrimination is a systemic issue, or if it was isolated to a certain manager or group at the company. <\/p>\n\n\n\n
If this was a recurring behavior or a lawsuit that involved many parties at the company, it would definitely change how I viewed that company as to me, that would show it is a systemic issue rather than one bad apple. If this was a first-time issue, or specific to one individual, I would want to look further into the claims against the company and follow the lawsuit to see the end result as this may have been a case of a single bad manager.<\/p>\n\n\n\n
I also think that how a company responds to a lawsuit can say a lot about the company as well. If they stay silent and tend to ‘hide’, this would make me wary about how they deal with issues. Guilty or not, I think it shows professionalism when a company releases a statement of some kind acknowledging that they are involved in a lawsuit and what they are\/aren’t doing in regards to it. <\/p>\n\n\n\n
In our personal lives as well as in business, I think reputation is extremely important and I want to work for companies that have similar values as I do and if a company had a discriminatory reputation, that is not somewhere I would want to work.<\/p>\n","protected":false},"excerpt":{"rendered":"
I wouldn’t immediately jump to conclusions on how I felt about a company if they were charged with a discrimination lawsuit. I would first look into the type of discrimination suit the company was being charged and read up on the allegations. Especially with larger companies, I would want to understand if the suit was … Continue reading Experiences with Discrimination<\/span><\/a><\/p>\n","protected":false},"author":10325,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-13","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/posts\/13","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/users\/10325"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/comments?post=13"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/posts\/13\/revisions"}],"predecessor-version":[{"id":14,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/posts\/13\/revisions\/14"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/media?parent=13"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/categories?post=13"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/kaylaarnot\/wp-json\/wp\/v2\/tags?post=13"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}