If you own or manage a business, you should never take workplace discrimination matters lightly. They could mean reduced employee engagement, significant compensation payouts, lawsuits and government investigations. Keep in mind that there are robust pieces of legislation that proscribe discrimination in the workplace.
It’s not surprising that many of the world’s leading companies’ corporate cultures reflect an uncompromising commitment to eradicating discrimination in the workplace. Take the initiative and implement viable strategies to curb this menace. Highlighted below are three tips to prevent discrimination in the workplace.
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Hire a Legal Counsel
There are workplaces across the globe that are potential hotbeds for discrimination. In recent years, workers have filed discrimination lawsuits against their employers in increasing numbers. Navigating legal cases involving workplace discrimination can be very complex. In the event of a lawsuit, consider hiring an employment lawyer like https://www.kingsleykingsley.
While there are several other metrics used for assessing and comparing employment lawyers, expertise and experience in handling cases involving employment law, labor law, and other commercial disputes remain the easiest to follow. Generally, it helps to hire a law firm or legal practitioner that provides high-quality counsel and representation to a niche set of business clients across your chosen field. Take, for example, a company like Baird Quinn – a notable Denver-based law firm.
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Formulate a Comprehensive Anti-Discrimination Policy
As a business owner, you should have zero tolerance for discriminatory sentiments in the workplace. If you’re serious about preventing prejudice, formulating a strong company policy to that effect is the way to go. As a general rule, discrimination policies that are in line with state law should be incorporated into the employee handbook.
Let it be known that no iota of discrimination will be tolerated in the workplace. Drafting anti-discriminatory policies is an important step to make. Once done, ensure it is thoroughly implemented. No exceptions should be made for any employee who breaks any of these policies, regardless of rank or position.
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Specify Penalties for Engaging in Discriminatory Conduct
There’s no value in developing an anti-discrimination policy if it doesn’t outline consequences for engaging in actions that constitute discrimination. The policy should also state the disciplinary measures that’ll be taken against employees who discriminate against others. For example, you may decide to opt for a less stringent penalty for the first occurrence of discriminatory behavior for an employee.
The penalties can escalate on future occurrences of discriminatory conduct, including immediate termination. Additionally, set up an investigative panel to handle all complaints. Ensure that complaints are investigated and disciplinary actions are meted out promptly to affirm your company’s stance against discrimination.
Also, handling complaints promptly can help ease tension and enhance employee satisfaction. Employees shouldn’t have to wait long to have their complaints heard and resolved. The key takeaway is that business owners and managers must be proactive in dealing with discrimination in the workplace.
Companies that fail to tackle this menace are at imminent risk of being saddled with workplace discrimination lawsuits and regulatory sanctions. While there are other strategies to prevent this destructive practice, the tips mentioned above represent the most consistent and effective to prevent discrimination in the workplace.