 Her study was the first to measure family responsibilities discrimination (FRD) and to test a model of the antecedents and consequences of FRD.Dickson's research revealed how employee perceptions of discrimination based on their family responsibilities (childcare, eldercare, or the care of an ill spouse or relative) had negative outcomes for the companies bottom-line.She also showed how companies can prevent family responsibilities discrimination (FRD) by creating family supportive workplace cultures, training supervisors to be supportive of employees' personal and family responsibilities, and by providing flexible work schedules and childcare supports.