US

HR is expected to balance employee concerns with company policies but may not always be on your side.

Proving indirect discrimination involves showing how company policies disproportionately affect certain groups.

Discriminatory attitudes often involve biases that influence decision-making processes at work.

Discriminatory behavior may include unjust actions or policies that treat some employees unfairly.

There are certain things that should be avoided in HR meetings to maintain professionalism.

Dealing with bad HR practices can involve raising your concerns through formal channels.

To discuss discrimination with HR, ensure that you have gathered facts and approach them professionally.

It’s important to approach HR when there are clear violations or concerns about workplace practices.

HR may disclose information to managers, but usually under specific circumstances like performance reviews.

HR should maintain confidentiality when employees approach them with sensitive issues, but there are exceptions.