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Supreme Court ruled in 2023 against affirmative action policies and practices at colleges and universities, anti-DEI lawsuits against companies increased.

The system, trained on a decade of resumes submitted to the company — most from men in male-dominated tech roles — ended up penalizing female applicants ( Dastin 2018).

As shown in Table 1, the sample of 261 employees was 60% male and 40% female, with one respondent indicating they were non-binary/third gender and one who responded, “prefer not to say.”

Organizations that promoted “inclusion for all” were shown to more readily appeal to White and male employees who perceived themselves to be excluded or threatened by workplace diversity initiatives (Dover, Kaiser, and Major 2020).

Pay systems and practices have been built upon historical ideas of worth, which have been demonstrated to value male traits and characteristics above those typically associated with female workers.

There is a good gender balance -- 45% female and 55% male rewards professionals.

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This theoretical perspective might in some ways be considered an anti-strategic approach.

Regular anti-discrimination training and sensitization programs, which adequately cover caste, can help ensure a broader collective understanding and act as a deterrent to those who might perpetrate caste inequalities.

Sifting through the medical and pharmacy claims in the base year, you identify 75 employees with a depression diagnosis or who were on anti-depressants.