An average adult spends about a third of his life at work. Given this, it’s essential for every employee to feel safe and valued in a place where they spend most of their time. Unfortunately, discrimination is still prevalent in the workplace.
Whether you’re an employee or a business owner, it is important to do your share in preventing unlawful workplace discrimination in California or any state you’re operating in. To get you started, here are a few strategies you can adopt. Hopefully, these practices can prevent discrimination on your premises.
1. Know the Rules that Apply
The Title VII of the Civil Rights Act specifically prohibits discrimination in the workplace based on race, religion, color, sex, and origin. The Equal Employment Opportunity Commission (EEOC) was specifically created to ensure that this particular law is enforced across the country. It’s a part of the federal government specifically handling concerns related to workplace discriminatory practices.
Furthermore, anti-discriminatory rules and regulations vary from state to state. For example, California has one of the most comprehensive legislation structures specifically addressing this social problem. Most of its policies are contained in the Fair Employment and Housing Act (FEHA). Employees in the Golden State cannot be discriminated against such factors as age (for employees over 40), disability conditions, and veteran status.
This is important for employees because knowing their rights will help them differentiate what’s acceptable or not. These rules will also serve as an eye-opener on the steps they should take if something happens.
Knowing the rules is equally important for employers. First, noncompliance with the existing laws could lead to fines and penalties that could create setbacks. Second, being associated with discriminatory practices or culture puts your company in a bad light. You will have problems retaining talent, as employees wouldn’t want to stay in a company that prejudices its employees. Last, it could also affect how your clients and customers perceive you as a brand.

2. Create Concrete Programs in the Company
Showing the company’s commitment to fair labor and anti-discriminatory practices through your mission and vision statements is one thing. However, it’s crucial to have something tangible representing it. You can start with a comprehensive written policy that explains the rules and regulations within the premises. Usually, this is included in the employee handbook – the general guide for employee behavior and expectation in the workplace.
It’s also essential to thoroughly outline the types of discrimination you intend to stand against, as well as the actions and behaviors that should not be allowed in your workplace. On the other hand, there should be official channels to refer to if something untoward happens between employees or between the company and its employees.
Last, your employees must agree and acknowledge the anti-discriminatory policies you’ve outlined by having them sign a copy. This usually comes during the job offer or onboarding process. Their signature means that they will cooperate in upholding the values specified in the agreement and that they are bound by the provisions therein.
Aside from the paperwork, it’s also essential to show the company’s commitment against discrimination by resolving concerns and issues fairly. Consistency in handling employment discrimination concerns, regardless of the employee level involved, shows that you’re taking this seriously.
3. Raise Employee Awareness
Now that you’ve made the necessary preparation for the company to fight against workplace discrimination, invest in the most crucial part of the company – your employees. Any company initiative will require the complete involvement of its people to succeed.
Raising employee awareness starts with education. Even state laws require companies within their territories to conduct training and seminars about workplace discrimination. Still, regardless of regulatory requirements for businesses, regularly educating employees about this is an organizational endeavor that gets rewarded in the long run. This fosters a safer and more inclusive working environment for employees and saves your company from having to mediate, investigate, and mete out punishment for non-compliant individuals.
Taking it a step further, it is also possible to involve employees in the company’s future decisions and policy-making efforts. By considering their inputs, you can create more inclusive and targeted actions to meet your company’s unique needs.
Final Word
Preventing workplace discrimination takes all departments and members of the company to work collaboratively. While there are rules and regulations in place, it is more important to take these as company advocacies and shape your culture around them. Doing it not for fear of repercussions but out of genuine concern for your employees is something that will definitely work to your advantage.