Non-Discriminatory Workplace Environment

Preventing Discrimination in the Workplace

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.

Policy Making 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 may involve seminars conducted by governing officials of the employer or may be conducted by an outside entity specializing in such training. Also, training may consist of a series of specialized videos that are made to cater to an employer's set policies and procedures. However, if videos are used, managerial representatives of the employer should be present to answer any questions and/or receive any comments/suggestions at the time of training. Policies and rules of conduct should also be published in the employee handbook. An employee handbook should be distributed to each employee, supervisors and subordinates alike, to be used as a reference to the employer's expectations regarding employee behavior. The handbook should include all aspects of employment, including policies and procedures, pre-employment tests, and performance evaluations which are generally performed every year and used to determine pay increases and promotions. To ensure that each employee has received a copy of each policy, the employee handbook, and has attended the necessary training, an employer may require that a confirmation signature sheet be completed and returned to the Human Resources department at the time the employee completes the training and receives a copy of the policy. These confirmation sheets are placed in each employee's personnel file and may be used as verification that each employee has at least received a copy of the policy, the employee handbook, and has attended the required training. This confirmation may prove useful to the employer if it must terminate an employee's employment because of non-compliance.
Zero Tolerance and Enforcement To provide a non-discriminatory work environment, there should be zero tolerance for discrimination. Supervisors and subordinates alike should be made to understand that the policies in place regarding discrimination will be enforced and that those employees who conduct themselves in breach of the policies will be subject to penalties ranging from reprimand to termination, depending upon the severity and intent of the breach. The Zero Tolerance policy should outline that (1) employers shall reaffirm policies, (2) managers/supervisors will swiftly resolve informal allegations of discrimination, (3) managers/supervisors may be held accountable when discrimination exists, and (4) violators will be subject to appropriate disciplinary or administrative action. While the Zero Tolerance policy should not be used to "threaten" employees, it should be introduced to make the employer's policies and intentions regarding those policies very clear.

Conclusion In conclusion, an employer's ability to ensure a non-discriminatory work environment is very important. America is a country built on a unique foundation, calling forth every race, color, religion, sex, and national origin to make up its population. While it is incumbent upon each employer to create and enforce policies regarding workplace discrimination, it is the responsibility of everyone to establish and maintain a workplace climate of equal opportunity and respect.