The Negative Impact of Knowledge Discrimination

Chief Learning Officer - Talent Management

Video production: Andrew Kennedy Lewis. Knowledge discrimination, a term established by lifelong learning expert and author Peter Smith, acknowledges that we discriminate in favor of knowledge based on where it is learned rather than how well an individual knows it and can apply it. According to Smith, this discrimination has a tremendously negative impact, not only on the individual, but on society.

Midlife Employees – The Gold Standard of Employment


Hiring managers tend to assume that older candidates will be less creative, less productive, not as sharp mentally, and more expensive to employ than their younger counterparts—but these stereotypes are rarely backed by data. Ageism is a real thing.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Women in Leadership: #BalanceforBetter

Ultimate Software

A good leader establishes healthy boundaries with their teams and finds productive and fair ways of dealing with deficits in their team rather than to gossip or put their employees down. Ask your manager to reconsider an off-cycle adjustment based on all this data.

The Failures of Bias Training, and What You Should be Doing Instead

TrustRadius HR

Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. And what should businesses do to address bias and discrimination instead?

Top 17 Hr Blogs that you must follow in 2019


Today, many HR blogs assist you in building your knowledge base. However, you get the right knowledge by connecting with the right HR blogs. In any workplace, managers are bound to have a series of questions on topics of immigration, unions, discrimination, or harassment.

5 ways to embrace autism in the workplace


This engaging conversation is referred to as the “interactive process” and is key to an organization’s defense against allegations of discrimination based on disability or failure to accommodate. As with any employee who requests an accommodation, you should have a discussion with the employee and include your HR team or legal advisor to determine whether the request is practical (and how it will impact other employees and overall productivity).