Discrimination in the workplace is a serious issue that can negatively impact employees, company culture, and even the business’s bottom line.
As a result, it’s important for employers to take proactive steps to prevent discrimination and foster an inclusive, respectful work environment for all.
In this guide, we examine what constitutes discrimination, why prevention matters, and provide strategies to foster a truly inclusive environment.
Why is Preventing Discrimination Important?
Beyond meeting legal obligations, preventing discrimination makes good business sense and upholds corporate social responsibility.
Allowing mistreatment damages workplace culture, morale, productivity, recruitment, and retention. It also exposes organizations to costly lawsuits, settlements, and reputational harm.
Risks of Ignoring Discrimination Issues in Organizations
Organizations ignoring discrimination issues risk:
- Talent losses: 54% of women say they’ve left jobs due to a lack of diversity policies and leadership opportunities. Discrimination also pushes out minorities, LGBTQ employees and other groups.
- Reputational damage: In one 2021 survey, 80% of job seekers said a company’s stance on diversity, equity and inclusion influences their decision to work there (Source). Allowing discrimination deters top talent.
- Lower innovation: Homogenous teams produce less innovative solutions than diverse teams, undermining competitiveness.
- Poor financial performance: A BCG study found that increasing diversity correlates strongly with superior business growth and profitability.
The Benefits of Preventing Discrimination in the Workplace
On the other hand, preventing discrimination provides many advantages:
- Broader talent pools: Tapping into wider, more diverse talent sources gives access to the best candidates.
- Enhanced innovation: Diversity often breeds more creativity, fresh thinking and problem-solving.
- Stronger financial results: Diverse, inclusive teams enhance decision-making and drive stronger financial performance.
- Improved reputation and consumer trust: Taking a stand against discrimination strengthens public trust and brand reputation.
- More engaged, productive workforce: Employees are happier, healthier and more productive when working in environments free from mistreatment.
Clearly, preventing discrimination is no longer optional – it’s a business imperative and competitive necessity.
How Can Employers Prevent Discrimination at Work?
Here are practical strategies and best practices every employer should adopt:
Establish Clear Anti-Discrimination Policies
Create a straightforward policy that says workplace discrimination and harassment will never be accepted.
To be more specific, explain what kinds of actions are prohibited. Make it easy for employees to understand how to report issues confidentially. Also, outline how complaints will be handled and the consequences for violations.
Make sure managers know it is their responsibility to stop discrimination if they see it and properly handle any reports from employees. Share the policy everywhere—in the employee handbook, during onboarding, on posters. Consequencely, policies set clear expectations for acceptable conduct.
Implement Ongoing Training Initiatives
Don’t just train people once. It’s better to offer regular discrimination and bias prevention courses online and in person.
Help people identify unconscious biases in a non-judgmental way through self-assessments and group discussions. Train managers more extensively since they are responsible for ensuring fair practices.
Follow up with refresher courses to keep the learnings at the forefront of your mind. Update training as needed to address new risks. Ongoing education is key to changing attitudes.
Foster an Inclusive, Respectful Workplace Culture
Build a culture where everyone knows discrimination is wrong through your actions and words. Celebrate diversity openly. Promote employee groups for women, minorities, LGBTQ employees or other underrepresented groups so people feel connected and supported.
Make sure leaders model caring, ethical behaviour. Small everyday interactions shape culture more than policies—greet others warmly, listen carefully, and seek out different viewpoints. People conform behaviours to cultural norms.
Remove Biases from Talent Sourcing and Selection
Be proactive about preventing discrimination in hiring.
Remove biased language from job postings. Don’t screen applications based on names or photos that could introduce bias. Ask job-related rather than personal questions.
Use consistent evaluation criteria focused on qualifications, not gut reactions. Have diverse people involved in selection decisions. Unbiased hiring prevents discrimination at the start.
Handle Complaints Seriously and Safely
Make it safe to report issues by keeping complaints anonymous and investigating impartially.
Don’t make someone feel uncomfortable for speaking up. Listen fully and give careful attention to every claim. Involve neutral parties in investigations when possible.
Follow up with action against inappropriate conduct. Taking corrective action gives people faith in the system.
Continuously Review and Update Policies
Stay on top of emerging discrimination risks. Regularly check hiring and promotion data for imbalances. Survey employees anonymously for candid feedback.
If new issues come up, update policies and training right away. Assign leaders to own oversight of anti-discrimination efforts. Review progress frequently. Complacency allows problems to take root – stay vigilant.
Best Practices for Building an Inclusive Workplace
Beyond reactive measures, proactive efforts to nurture inclusion and employee participation prevent environments where discrimination flourishes:
- Support employee resource groups – Resource groups provide safe spaces for underrepresented groups to find community, share concerns, and contribute insights on company improvements.
- Foster diversity at all levels – Pursue diversity at entry levels and across management, leadership and board positions. Ensure minority groups have advancement opportunities.
- Offer mentorship programs – Mentorship helps workers from underrepresented backgrounds navigate career progression and organizational culture.
- Highlight role models – Profile employees from diverse groups who have succeeded in the organization. They inspire others that advancement is possible.
- Train hiring managers – Equip those responsible for recruitment, hiring, promotions and compensation to recognize and mitigate biases. Audit outcomes for equity.
- Allow flexible work arrangements – Supporting flexible schedules, leave, and remote work accommodates family caregivers, disabilities, religious needs and other circumstances.
- Be accommodating – Accommodate religious holidays and cultural traditions as much as feasible. Display sensitivity in permitting attire and grooming preferences.
- Encourage open dialogue – Create forums for discussing discrimination challenges honestly, safely and constructively.
The Path Forward
Eliminating discrimination requires ongoing efforts centred around fostering understanding, enacting clear policies, embedding inclusive practices, and nurturing diverse, respectful cultures.
With commitment and courage, employers can stamp out mistreatment and let all employees feel welcomed, valued and empowered to bring their full, authentic selves to work. The result will be more innovative, engaged, and ultimately successful workforces.
FAQs related to preventing workplace discrimination
What are some examples of workplace discrimination?
Examples include unfair treatment or harassment based on race, gender, age, disability, religion, sexual orientation, ethnicity, or other protected characteristics.
Why is stopping discrimination important for employers?
Preventing discrimination is important for legal compliance, enhancing company culture, attracting top talent, improving innovation and decision making, and strengthening financial performance.
When does workplace discrimination violate the law?
In Canada, discrimination based on protected grounds like race, gender, age, religion, sexual orientation, and disability is illegal under human rights legislation.
Do employers have to provide accommodations for disabilities?
Yes, employers must provide reasonable accommodations for disabilities up to the point of undue hardship. This is required under human rights laws.
How can managers prevent and address discrimination on their teams?
Managers play a key role and should set clear expectations, model inclusive leadership, implement bias-free practices, intervene in issues quickly, and ensure policies are followed.