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Gender bias is a real problem. So much so that even boilerplate legal docs can be implicitly gender biased.

And if you think that implicit bias isn't a problem, then you haven't been paying attention. In the venture capital world even, they started making changes to particular contract term language to eliminate implicit gender bias. So if they're doing it there, you might want to consider doing it for your own company.

Intelligent Trust Is Key to Work Performance

In the Star War's movie Rogue One, a droid and a human learn a lesson on trust in the workplace.

Jyn Erso, questioned about the blaster she'd been hiding, says she found it. "I find that answer vague and unconvincing," says K-2SO in his best lawyer impression.

"Trust goes both ways," the rebel replies. In human resources language, that means "intelligent trust."

How Office Space Impacts Employee Wellbeing

If you've never been in prison, you can take Burt Lancaster at his word: it changes how you look at things.

In Birdman of Alcatraz, the prison actor is transferred to another facility after decades at Alcatraz. He says his new cell will be "a swell place to live."

Your office can be a swell place, too, or it could be more like a prison. Sometimes, it depends what it looks like.

3 Ways to Fix Your Company's Performance Reviews

Performance reviews are love-hate relationships.

Your employer gives the review, and you either love them or you hate them. It depends, of course, on whether you get a good review or a bad one.

According to new research, however, all reviews are basically bad because they start with implicit bias. Like we said, it's a love-hate thing.

Three Reasons to Gender-Balance Your Business

#MeToo is not a thing; it's a statement.

It says that women are demanding -- and getting -- better treatment in the business world. It's gone way beyond protection from sexual harassment, diversity in employment, and equal pay for equal work.

But if that's not enough to re-evaluate your company policy, here are three reasons to gender-balance your business:

Tinder Fires Employees Who Sued Company

In an unexpected and very public move, Tinder swiped left at some of its high-level employees.

Rosette Pambakian, the vice president of marketing and communications, has been fired along with others embroiled in a lawsuit against Tinder's parent company Match Group. Among her allegations, Pambakian says the former chief executive officer sexually assaulted her.

The lawsuit has been going on for months, but the firings drive another stake in Tinder's heart. In any case, it's not a good look for a company that prides itself on matchmaking.

5 Multi-Tasking Strategies for Business Managers

Multitasking is not really a good thing, but sometimes you can't help it.

Business managers, for example, have this problem. They often have to manage multiple projects at the same time.

Sometimes multitasking can be hazardous to your health, but there are ways for managers to do it productively. According to one multitasking work management order, here are five:

A recent first circuit appeal is testing just how buried an arbitration clause can be in an employment or services agreement.

The case involves a Lyft driver who is arguing that because the arbitration clause was buried in the fine print of the terms of service presented to him on his smartphone via the company's app, it's unconscionable to require him to arbitrate. And while that logic might be sound, courts have routinely dismissed this same sort of argument in favor of enforcing arbitration. In short, people are expected to read the terms of service, despite the fact that it is common knowledge that no one does.

On the heels of the Google walkout protesters getting one of their important demands met, Facebook announced that it too will follow Google's lead and end mandatory arbitration for sexual harassment claims.

Now, at both Facebook and Google, an employee bringing a sexual harassment claim has the option to proceed via arbitration or the courts. Additionally, at Facebook, a new policy was announced requiring management level employees (at director level or above) to report if they date someone within the company.

In a piece of good tech news, Google seems to have assented to at least one of the demands made by the organizers of last week's big Google walkout.

The company has decided to end mandatory arbitration for all claims of sexual harassment or assault, and make arbitration optional, at the election of the employee. Additionally, Google created a clear policy allowing employees to bring a companion with them to meetings with HR, in an effort to respond to the protesters' demand for more transparency.