Equality in the Workplace: Necessary Steps that All Employers Can Take
Racial bias and discrimination are glaring problems in our society. For employers, the reality is that unequal treatment and discriminatory animus affects both workers and customers if not addressed properly. Legally, several laws prohibit racial bias and discrimination in the workplace (in addition to public relations consequences). At the end of the day, it is more than possible to work towards preventing bias without halting operations. Companies and organizations of all sizes should keep the following tips in mind:
- Create or update your company diversity policy/handbook. Times change – and so does the law and public perception. Creating /updating a policy that is both legally accurate and practical to implement is the backbone of a successful diversity program.
- Make trainings regular. The way to avoid losing profits and harming the public /employees is to make diversity training a mainstay. Injecting reminders at regular meetings – as well as dedicating time to “teachable moments” surrounding incidents that may occur, saves time and issues in the long run.
- Turn to professionals. Concerned that training on bias will be met with allegations of bias? Discrimination training must be approached in a sensitive manner and with correct information. Relying on professionals, such as employment attorneys, to assist with the development of training and policies ensures that what is taught will not further perpetuate bias/open up liability.
Feel free to reach out to me to discuss your organization’s anti-bias policy.
ABOUT THEODORA STRINGHAM
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Theodora Stringham assists individuals, businesses, and organizations with growing successfully while minimizing liability. Focusing on real estate and personnel needs, Ms. Stringham executes sustainable plans for real estate development and employee matters. She provides comprehensive representation for everyday growth issues, including, but not limited to, re-zonings, site plan approvals, eminent domain/valuation concerns, employment discrimination, and disciplinary issues. Ms. Stringham’s scope of representation ranges from identifying potential liability and providing counseling/trainings, all the way through representation at trial.
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