Unfortunately discrimination is still a part of our society and remains in the workplace, which causes some of our best employees to either give up their job, file a law suit, or in some cases both. As supervisors we must set our personal beliefs aside because we have a legal responsibility to insure our employees are protected from any type of treatment that is unequal because of the employee's race, religion, disability, age, national origin, gender, being pregnant, or sexual orientation. If we fail to protect them, or worse engage in the discriminating treatment ourselves, we could jeopardize the entire company.
Most of us think of discrimination as being some harsh blatant action taken by a supervisor against someone in one of the protected classes listed above. The fact is that most of time it is subtle and goes unnoticed by everyone except the victim. As an example someone may tell a "Blonde" joke during a staff meeting that the supervisor allows without any challenge. Or perhaps the supervisor allows a birthday cake to be presented that has a reference to someone's age and that maybe they should retire. All these seem harmless and most will laugh, but in the end they can begin to eventually cause harm.
Training is one of the most effective ways to avoid anyone taking part in any type of negative treatment towards someone because they fall into a protected class. Training should begin on their first day, which should consist of providing them with complete information on the subject matter. It is very important that they understand that any form of this behavior will not be allowed and what will happen if they engage in it. There should also be annual training classes that are provided and documented also.
A great way to make sure everyone is aware of your company's position on your discrimination policy and how they are to treat anyone within a protected class is to produce and provide an employee handbook. Your employee handbook should cover not only your policy on discrimination but every employment policy you have. Once you have produced an employee policy handbook the next step would be to make sure everyone gets a copy and signs for it.
It is very common for an employee that feels they are being unfairly treated because of their protected class to generate a legal claim. Therefore, it could become troublesome for your business if you hire only those applicants under forty, and an older employee is passed over for a training opportunity. Having said this it is so crucial for you to make sure you document every one of these types of decision in the event someone does file a claim.
In most cases employers are trying to do the right thing because in the end they are most interested in operating a successful business. The problem can still be a big one since a business owner or supervisor is responsible for things they know, or should have known. This means that as a business owner or supervisor you must continually be aware of what is happening in the workplace. Don't plant yourself in your office and assume everything is fine. If and when you see something that doesn't seem right investigate and determine if action is necessary. Your business is counting on you to do so!
Most of us think of discrimination as being some harsh blatant action taken by a supervisor against someone in one of the protected classes listed above. The fact is that most of time it is subtle and goes unnoticed by everyone except the victim. As an example someone may tell a "Blonde" joke during a staff meeting that the supervisor allows without any challenge. Or perhaps the supervisor allows a birthday cake to be presented that has a reference to someone's age and that maybe they should retire. All these seem harmless and most will laugh, but in the end they can begin to eventually cause harm.
Training is one of the most effective ways to avoid anyone taking part in any type of negative treatment towards someone because they fall into a protected class. Training should begin on their first day, which should consist of providing them with complete information on the subject matter. It is very important that they understand that any form of this behavior will not be allowed and what will happen if they engage in it. There should also be annual training classes that are provided and documented also.
A great way to make sure everyone is aware of your company's position on your discrimination policy and how they are to treat anyone within a protected class is to produce and provide an employee handbook. Your employee handbook should cover not only your policy on discrimination but every employment policy you have. Once you have produced an employee policy handbook the next step would be to make sure everyone gets a copy and signs for it.
It is very common for an employee that feels they are being unfairly treated because of their protected class to generate a legal claim. Therefore, it could become troublesome for your business if you hire only those applicants under forty, and an older employee is passed over for a training opportunity. Having said this it is so crucial for you to make sure you document every one of these types of decision in the event someone does file a claim.
In most cases employers are trying to do the right thing because in the end they are most interested in operating a successful business. The problem can still be a big one since a business owner or supervisor is responsible for things they know, or should have known. This means that as a business owner or supervisor you must continually be aware of what is happening in the workplace. Don't plant yourself in your office and assume everything is fine. If and when you see something that doesn't seem right investigate and determine if action is necessary. Your business is counting on you to do so!
About the Author:
Good Leadership Skills for Life offers insightful information on all types of discrimination law. On the other hand if you like to read discrimination articles then you can find it on his website also.
