What Did I Just Say!?

Discrimination against employees, colleagues and customers runs rampant in today's society. Granted, it is much less than before as companies, governments and equal rights groups make great strides to educate workforces from any walk of life to be sensitive to other people's ethnic background, gender, religious beliefs and more.

Unfortunately there is still a percentage of the population who are either ignorant to or uneducated in the diverse laws of dealing with just about everyone they come in contact with. Even though there are diversity training programs available, not every company takes advantage of these offers and can quickly find themselves immersed in disputes from many different sources.

It's not just a matter of discriminating verbally as the title might suggest but also physically. And in fact there may be no malice whatsoever in the dialogue or the physical contact. An off the cuff remark meant in fun or a hand on someone's shoulder could be the catalyst of a dispute.

Sadly, discrimination will never be eliminated completely. However, diversity training andemployment law training can assist in reducing the number of incidents that may occur each day. For new employees it starts with the interview process. From there, the employee must be educated in dealing with colleagues, customers, suppliers and anyone else that they may come in contact with.

5 methods to prevent discrimination

1.) Ensure that management who are in a position to hire new employees engage in employment law training. 2.) Interviewing potential employees - There are a number of questions that are not appropriate to be asked when interviewing a potential candidate. Take care to know the dos and don'ts when screening your interviewee while obtaining the necessary information required for your selection. 3.) Educating your staff - A great number of companies offer modules designed to prevent racism and sexual harassment among other forms of discrimination. Typically the diversity training program begins on the first day of employment. 4.) Dealing with disputes - Unless there is a witness, each case must be considered carefully with all parties disclosing their views. Depending on the evidence, a warning may be issued in writing or outright dismissal may be in order. 5.) Reinforce and refresh sensitivity programs on a periodical basis; at least once per year.

Taking these steps can help prevent and reduce the number of complaints caused by discrimination in our diverse workforce. Ensure that employment law and diversity training are an integral part of your company policy.

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