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LANGUAGE & INDIRECT DISCRIMINATION

Language used in company verbiage, including, but not limited to, employee interactions, job descriptions, interviews and company literature. In order to promote equality, it is important that all these things are evaluated on a regular basis to be inclusive 

RECRUITMENT & HIRING

Recruitment and hiring sets the initial tone of your business, as far as what others perceive, and also what unconscious biases are shown through job descriptions, candidate screening, interviews and more. The articles below highlight different examples and things to be aware of throughout these processes, to ensure an equal playing field from beginning to end

BIAS FOR INCLUSIVE JOB DESCRIPTIONS

Design Concrete

5 EXAMPLES OF RACIAL BIAS IN HIRING

5 EASY WAYS TO REMOVE LGBTQ BIAS FROM YOUR JOB DESCRIPTIONS

White Sands

10 WAYS TO ATTRACT & HIRE DIVERSE CANDIDATES

BEING PROACTIVE

AS AN EMPLOYER, IT IS VITAL THAT YOU ARE PROACTIVE IN YOUR ORGANIZATION, TO ENSURE THAT STANDARDS ARE CLEARLY LAID OUT, REVISITED, AND ENFORCED. THIS ELIMINATES ANY CONFUSION, AND PROMOTES A MORE POSITIVE ENVIRONMENT FOR ALL, BY NOT ALLOWING NEGATIVE SITUATIONS INCLUDING HARRASSMENT TO OCCUR.

EXAMPLES OF TYPES OF EMPLOYMENT DISCRIMINATION CAN INCLUDE:

  • AGE

  • GENDER

  • SEXUAL ORIENTATION

  • ETHNICITY

  • SKIN COLOR

  • NATIONAL ORIGIN

  • MENTAL/PHYSICAL DISABILITY

  • GENETIC INFORMATION

  • RELATIONSHIP TO SOMEONE WHO MAY BE DISCRIMINATED AGAINST

  • PREGNANCY/PARENTHOOD

PREVENTING

DISCRIMINATION

TO PREVENT DISCRIMINATION AND HARRASSMENT IN THE WORKPLACE, STRATUS.HR HAS LAID OUT A FEW IMPORTANT STEPS TO HELP EMPLOYERS:

  1. SET A ZERO TOLERANCE POLICY

  2. TRAIN MANAGERS AND STAFF ABOUT THE ZERO TOLERANCE POLICY

  3. CREATE A COMPLAINT PROCESS

  4. INVESTIGATE IMMEDIATELY

  5. PROVIDE DISCIPLINARY ACTION FOR VIOLATORS

  6. DOCUMENT EVERYTHING

FAMILIARIZE YOURSELF WITH THE LAWS ENFORCED BY THE U.S. EQUAL OPPORTUNITY COMMISSION. THIS ALLOWS YOU TO OFFER ASSISTANCE TO EMPLOYEES WHO NEED IT, AND ALSO SET UP YOUR ORGANIZATION TO FOLLOW ALL THE GUIDELINES AS A FURTHER STEP TO BE INCUSIVE AND EQUALITY MINDED

powerful actions to prevent verbal harassment

  1. Assume that slurs are occurring

  2. Kill any "freedom of speech" assumption

  3. Set a zero-tolerance level

  4. Begin education during onboarding

  5. Focus your education and training

  6. Provide a list of sensitive topic areas to avoid

  7. Make it easy to get guidance

  8. Conduct civility surveys

  9. Start at the top

  10. Utilize post-exit interviews

  11. Identify and focus on the least powerful

  12. Conduct periodic language searches

  13. Utilize superknower employees

  14. Identify the jokers

  15. Make customers aware/utilize mystery shoppers (if applicable)

  16. Make it part of performance appraisal

  17. Low morale may be an indicator of harassing language

  18. Encourage employees to improve their documentation