What do you do if you're facing prejudice against temporary and contract work in R&D?

Recognize and acknowledge existing biases or stereotypes associated with temporary or contract roles in R&D. Be aware of common misconceptions and assumptions that may influence perceptions of your employment status. Understanding the underlying bias is the first step towards addressing it.

Understanding the root causes of prejudice against temporary and contract workers is crucial for addressing and dispelling such biases. Often, misconceptions arise from the perception that these workers are less dedicated or skilled than full-time employees. Acknowledging this bias and empathizing with permanent staff concerns about job security can help bridge the gap. By demonstrating professionalism and competence, temporary workers can gradually break down these prejudices and earn respect within the workplace.

First, the job description should be specified and certain salaries should be determined for temporary and contract work. If the salary is in the form of a fee, it should be such that in addition to the salary, an additional amount is also deposited for your staff. Among other things, it should be mentioned that the pension is one of the mandatory benefits for the employer and the employer is obliged to pay it. Another thing that comes up is the discussion of specifying the workplace and business trips, which should be carefully specified in the contract between you and the employer, its rights and benefits.

Understanding the root causes of prejudice against temporary and contract workers is crucial. This bias often stems from misconceptions that such workers are less dedicated or skilled than full-time employees. Recognize this prejudice and consider the perspective of permanent staff who might feel threatened or worry about job security. By understanding these underlying reasons, you can better address the prejudice. Demonstrate your value through consistent performance and professionalism to help dispel these myths and foster a more inclusive workplace. This approach not only bridges gaps but also enhances team cohesion and productivity.

R&D member can build relationships through at work and off work. At work, share the personal experience with others no matter your experience is successful or not. Let others to know you are willing to support them to make positive progress and reduce negative impact. Off work time, members gather together by meal and party to reduce work stress to make everyone more closer like family.

Building strong relationships with colleagues is vital for creating a supportive and productive work environment. Taking the initiative to introduce yourself, engage with the team, and show interest in their work fosters a sense of camaraderie. Sharing insights from personal experiences adds value to projects and demonstrates collaboration. By doing so, you break down barriers and mitigate any negative biases, contributing to a more positive and effective team dynamic.

My contributions to the team lie in my ability to synthesize complex ideas into actionable plans, utilizing my strong analytical skills and creative problem-solving abilities. Whether it's identifying novel approaches to challenges or providing insightful perspectives during discussions, I consistently strive to add value at every stage of the project. By maintaining detailed records of my contributions and actively participating in meetings and reviews, I ensure that my role is recognized and appreciated within the team. This not only reinforces my status as a key player in the R&D process but also fosters a collaborative environment where everyone's contributions are valued.

R&D is the team work, well and clear communication is vital for project success and it can decrease misconception within members. Leader should clarify and confirm members’ role and responsibility, treat every member equally despite of different education background. This should prevent prejudice.

Effective communication is indeed crucial in combating prejudice. Transparency about goals, availability, and contract terms is essential. Promptly addressing any misunderstandings about roles or commitments can prevent misconceptions from arising and foster trust among colleagues and supervisors. Clear communication lays the foundation for mutual understanding and cooperation, fostering an environment where prejudice is less likely to thrive.

Actively seeking feedback from both peers and supervisors is crucial for personal and professional growth. It demonstrates openness to improvement and a value for team collaboration. Constructive criticism provides valuable insights for enhancing performance, while positive feedback serves as recognition of achievements. Engaging in a two-way feedback process not only fosters a supportive work environment but also showcases dedication to the project and organization. By actively seeking and embracing feedback, individuals can continuously refine their skills and contribute more effectively to the team's success.

Leader should announce in public that temporary and contract work can still have contribution for R&D, this means ordinary people may also change the world because of their own finding and contribution.