Preventing discrimination in the workplace is both a legal and moral responsibility in a diverse and inclusive contemporary workplace. Discrimination at work can lead the workforce to lose their morale and hence minimize their productivity, and it might have some serious legal repercussions. If you’re an employer, you must actively promote an inclusive and respectful workplace.
Here are some practical ideas to prevent and address discrimination at your workplace:
Types of Discrimination
Policies and training programs should be framed based on knowledge of the different types of discrimination. Common types of workplace discrimination include:
- Racial Discrimination: Unfavourable treatment of an employee because of his race or because of personal characteristics associated with race.
- Sex Discrimination: Unfavourable treatment of an individual based on their sex, gender identity, or sexual orientation.
- Age Discrimination: Treating less favourably an applicant or an employee due to his or her age.
- Religious Discrimination: Treating one unfavourably because of their religious beliefs.
- Gender Discrimination: Treating one unfavourably because of his or her gender.
- Sexual Orientation Discrimination: Treating one unfavourably because of their sexual orientation.
- Disability Discrimination: Treating one less favourably because he or she has a disability.
- National Origin Discrimination: Treating one unfavourably because they are from a particular country or another part of the world.
- Pregnancy Discrimination: Treating a female unfavourably because of pregnancy, childbirth, or a related medical condition.
- Weight or Body Size Discrimination: The practice of treating a person with less Favor due to body weight or size.
- Color Discrimination: Unfavourable treatment toward the color of the skin.
- Social Class Discrimination: Unfavourable treatment against one because of their social or economic class.
- Language Discrimination: Unfavourable treatment against a person due to their native language or accent.
- Cultural Discrimination: Unfavourable treatment against a person because of their cultural background.
- Marital Status Discrimination: Unfavourable treatment toward a person because of marital status.
- Veteran Status Discrimination: Treating someone unfairly because they are a veteran.
Check out detailed information on types of discrimination in the workplace at our Discrimination page.
Strategies for Employers to prevent discrimination in workplace
- Develop Clear Anti-Discrimination Policies The formulation and implementation of anti-discrimination policies are the foundation for eliminating workplace discrimination. These policies should specify what can constitute discrimination and harassment, how to complain, the filing procedure and the repercussions of a violation of anything stipulated. Make sure there is clear information on the existence of such policies and what they mean to all employees, irrespective of whether they are entry level or top-notch management.
- Promote the Principle of Equal Employment Opportunity Equal employment opportunity (EEO) is the concept that an individual has the right to have equal access to employment opportunities in all kinds of working environments. He or she will receive it based on his or her merit, qualifications, and abilities, regardless of race, color, religion, sex, national origin, age, disability, or any other protected characteristic. To promote EEO, employers should:
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- Ensure fairness in recruitment and hiring.
- All employees should have equal access to those opportunities related to training, promotion eligibility, or professional development.
- Reasonable accommodations will be provided to any level of employee with a disability.
- Review and update EEO policies regularly for compliance with current laws and regulations.
- Conduct Regular training sessions: DEI training forms an important and integral part of creating organizational awareness with respect to discrimination and the workplace culture of respect. These must focus on recognizing and preventing discrimination, unconscious bias, and how to engage in respectful, inclusive behaviours. Engage all employees in such sessions and involve them in the continuous education process within the organization.
- Create a Safe Reporting Mechanism Employees must feel safe and supported when reporting discrimination and harassment complaints. SpeakUp Secure provides a safe and anonymous platform for employees to report workplace discrimination and harassment. Through a confidential mechanism for reporting such incidents, employers may encourage employees without fear of victimization. Make the reporting procedure transparent, whereby a committed and prompt investigation is ensured regarding all complaints.
- Create an Inclusive Work Culture An inclusive work culture is one in which everyone feels valued and respected. Cultivate this sort of culture by:
- Ensuring open communication and feedback between workers.
- Celebrating diversity and acknowledging contributions from all employees in the workplace.
- Providing mentorship and other forms of support to underrepresented groups or areas.
- Regularly reviewing the work climate for issues that might come up in the future.
- Respond Quickly and Fairly to Any Discrimination Complaint Whenever there are complaints of discrimination, this is the point at which quick and fair action must ensue. Employers must have a clearly defined policy for dealing with allegations, and this must encompass:
- Conducting a rigorous and impartial investigation
- Regular communication with the complainant regarding the process
- Procedures that allow disciplinary action by guilty parties found to be discriminating
- Provisions for assisting the complainant through counseling or mediation services.
- Monitor and Review Progress The prevention of discrimination in the workplace is a continuous process. Employers must, from time to time, monitor and review the effectiveness of their policies and practices on anti-discrimination. This can be achieved by conducting employee surveys, giving feedback sessions, or analysing complaint trends. Use this data to make informed decisions to continuously improve your organization’s approach to the prevention of discrimination.
It is a commitment that is handed down from the top in any organization the prevention of discrimination at work. This would encompass evident policies and declarations of equal employability opportunities, regular training sessions, safe reporting mechanisms, and a culture of inclusiveness and non-discrimination that should be carried out with quick responses to complaints, the monitoring of progress, and necessary adjustments. SpeakUp Secure remains beside employers every step of the way in the prevention and management of workplace discrimination so that no one is left in an unsafe or exclusive workplace.
In the fight against workplace discrimination, it is very important to develop efficient strategies that ensure a safe and inclusive environment for every employee. SpeakUp Secure is one of the most instrumental tools in create a safe and secure environment for every employee. It provides a set of features that drive employee empowerment in reporting incidences of discrimination while at the same time doing so anonymously, securely, and formatively. Make SpeakUp Secure a part and parcel of your organization’s anti-discrimination policy and culture of transparency. Want to see how the platform can help your specific efforts in workplace discrimination prevention? Check out our SpeakUp Secure features and our main website.