Discrimination has always been a massive problem in the workplace, but it’s only in recent years that people have started taking the situation seriously. Employers can no longer turn a blind eye to bullying and harassment; they are fully responsible for the wellbeing of their employees and ensuring that there is complete equality in their workplace. Of course, with discrimination being such a serious matter, some business managers don’t know how to go about dealing with it. That’s precisely why we have written this article today. Keep reading if you need some helpful advice for managing discrimination in the workplace.

Diversity, Inclusion & Equity Audits

If you run a business which is large or medium-sized, then you should hire a third-party to conduct an audit for diversity, inclusion, and equity in your workplace. There are plenty of companies which specialise in these audits. They predominately look at your policies, employment history and interview staff to assess how diverse your business is. Afterwards, they will provide a report which identifies where you have succeeded and where you have fallen short. These audits are helpful because they highlight where subtle, systematic discrimination is present in your organisation – without you even realising it. From here, you can start working towards an objectively better future.

Contacting an Employment Solicitor

Employers are not only morally responsible for ensuring equality in their workplace, but they are also legally responsible. Any business manager that is complicit in or a perpetrator of discrimination in the work environment could very well face a court case, harming their business’s reputation and finances. To prevent legal allegations and ensure that you do have the proper measures in place to prevent discrimination in your organisation, it is worth contacting an employment solicitor. As specialists in employment law, they can help you to draft anti-discrimination policies, set up clear complaint procedures, and make appropriate adjustments to accommodate for any employees who might have been affected. Resultantly, your company will be much better equipped to handle discrimination. If you live in the West Midlands, you can use these employment law solicitors Birmingham. You can also find other branches available in places like Bristol and Manchester. 

Diversity and Inclusion Training

Some people might not realise that what they have said or done is discriminatory. One employee, for example, could make a remark and not understand that it’s homophobic, resulting in another employee feeling hurt. As such, business managers need to properly educate their workers on what is and isn’t acceptable behaviour to help prevent discrimination. There are lots of diversity and inclusion organisations which offer this sort of training. They run workshops which focus on educating workers and equipping them with the skills to stop harassment when they see it. Your employees might learn more about what racist microaggressions are, for instance, so they can now identify and intervene when they see this sort of behaviour in the workplace.

Zero-Tolerance Policies

Unfortunately, there are always going to be people who are racist, sexist, homophobic, ectara. This is a depressing reality – especially for those who face discrimination on a daily basis. However, that doesn’t mean employers are powerless to protect their employees. They can create a safe work environment by implementing zero-tolerance policies, letting prejudiced people know that their hateful views are not accepted and will not be given a platform in the organisation. This is an excellent deterrent and means that your company is much more likely to become a discrimination-free zone.

Intervention and Discipline

Discrimination is still a prevalent issue because some people are more than happy to sit back and watch harassment happen without doing anything. Being complacent is equally as bad as being the perpetrator. Business managers cannot be this type of person – they are responsible for the mental and physical wellbeing of their employees, after all. As such, when you hear about discrimination in your workplace, you must intervene immediately. To prevent these incidents from occurring again, you also need to follow up with appropriate discipline. This should let people know that they can’t get away with discrimination, hopefully bringing it to an end.

We hope that you have found this information useful. Make your workplace a fairer, safer, and better place by following our advice.