This paper is to examine three possible methods for assuring a non-discriminatory work environment. Policy making and enforcement, supervisor and employee training, and zero tolerance initiatives will be discussed.
The first method is to create policies governing the operation of the employer/office regarding discrimination. Each type of discrimination (race, color, religion, sex, and national origin) should be clearly defined and expounded with examples of actions that may be considered discriminatory. It may also be a good decision to back each policy with a "best practice" to clearly outline the behavior each employee is expected to follow. Each "best practice" should contain a summary of and reference to the policy, a list of do's and don'ts regarding the policy, and the steps for seeking remediation when an employee feels he/she has been a victim of discrimination in breach of the policy.
Each policy should be designed to comply with the standards of the Equal Employment Opportunity Commission (EEOC) and Title VII of the Civil Rights Act of 1964. Designing policies that comply with EEOC and Title VII standards will pave the way to ensuring that the employer can provide equal opportunity in employment, remain committed to promoting the employment of disabled individuals, and establish a climate of equal opportunity and mutual respect.
Supervisor and Employee Training
One of the best ways to familiarize employees with set policies is to conduct training. With regard to policies involving the prevention of workplace discrimination, both supervisors and employees should be trained. Discrimination doesn't always come from above. An employee may be discriminated against by co-workers and subordinates as well. Therefore, supervisors and employees need to be made aware of how they are expected to conduct themselves when in contact with superiors, co-workers, and subordinates. Training...