We see this ideology appearing more in the workplace. When one coworker helps another, they usually do it with the understanding that they will eventually have to reciprocate the favor sometime in the future. Elliot writes: “ One mechanism is direct discrimination, which can take two distinct forms: “taste discrimination” in the form of old-fashioned racism and sexism based on out-group prejudice and antipathy; and “statistical discrimination” in which employers use race and sex as proxies for assessing potential productivity in candidates when they lack other information about the candidates. For example, if women generally are less likely to put work demands above family demands, then employers might use this easy-to-observe trait (sex) to screen and evaluate managerial candidates in favor of men, regardless of the (unobserved) work commitment of individual male and female candidates under review. But now we see companies, like Facebook, starting offer certain amenities or perks that help reduce inequality in the workplace. Work-family programs have not kept pace with the constantly changing workplace demographic. Putting family first has usually been taken as a negative signal of employee loyalty and commitment. (Elliot 117) In an attempt to reduce “direct discrimination”, Facebook has decided to offer four months of paid time off to new mothers and

4 fathers, within the first 12 months of birth or adoption. This offer has helped minimize the chances of inequality to place while also promoting a norm of reciprocity. Since the company is willing to go the extra mile to help the new family, the workers then feel obligated to return the favor. This creates a continuous cycle of reciprocating behavior that will eventually end up helping the bottom line of the company. Some of the other perks that Facebook offers include a