Malice may not be involved with perceived gender inequity at work.

After the #MeToo movement began, some executives changed their behavior to avoid anything that might be misconstrued as sexual harassment.

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Johnny C. Taylor Jr.

After the #MeToo movement began, some executives changed their behavior to avoid anything that might be misconstrued as sexual harassment.

Johnny C. Taylor Jr., a human resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society.

The questions are submitted by readers, and Taylor’s answers below have been edited for length and clarity.

Have a question? Do you have an HR or work-related question you’d like me to answer? Submit it here.

Question: I’ve been at my company for many years, and I love the work and the people. However, it bothers me that one member of the C-suite treats male and female employees differently. If there’s an issue with a female employee, he will not speak directly with her. Instead, he communicates through our manager, although he will talk directly with men. This appears to be unequal treatment. How can I address this without making him mad or getting fired? We don’t have a diversity-and-inclusion initiative, and there are no policies in our handbook. – Anonymous

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