Imagine it’s a Monday morning, and Maya, an aspiring software engineer, walks into the office with a lingering sense of unease. For the past two weeks, a colleague has been subtly but dismissively questioning her abilities. “Are you sure you can handle this project on your own?” The tension is palpable, but Maya hesitates to speak up, worried about retaliation or being labeled “too sensitive.”
This scenario is far from rare. Workplace discrimination often operates in the shadows, manifesting through microaggressions, biases, or unfair treatment. It’s like a pebble in your shoe—it may seem minor but left unaddressed, it can derail your entire journey.
Consider the 2022 case brought against Nike by Goldstein, Borgen, Dardarian & Ho. This landmark lawsuit highlighted systemic gender discrimination affecting pay, promotions, and job assignments for women employees. It underscores the real-world consequences of workplace inequity.
So, how does HR support employees and protect them against such discrimination at the workplace?
For HR teams, addressing discrimination is not just about compliance—it’s about creating an environment where employees feel respected, valued, and safe from public humiliation or legal battles.
In the sections ahead, we’ll explore the various types of workplace discrimination and outline HR’s role in combating them with effective strategies and tools.
Different types of discrimination in the workplace
When building a happy, productive, and inclusive workplace, it’s crucial to understand the many facets of Discrimination. But how does HR handle Discrimination?
Let’s look at the types of Discrimination and the strategies that Human Resources can use to tackle them.
1. Systemic discrimination: It involves policies, practices, or procedures that create unfair disadvantages for certain groups. It’s like an invisible barrier built into the workplace system, often unintentional but still harmful. For instance, a company might have hiring practices that unconsciously favor one demographic over another.
2. Cultural discrimination: This occurs when individuals are treated differently based on their culture or ethnic background. It can include negative stereotypes, microaggressions, or verbal harassment based on a colleague’s customs, traditions, or way of life.
3. Linguistic discrimination: Occurs when people are judged or marginalized by language, dialect, or accent. It can appear in various ways, such as mocking someone’s accent or favoring individuals speaking a particular language.
4. Hierarchical discrimination: Refers to unequal treatment based on an individual’s position within the organization. This might involve executives receiving preferential treatment over lower-ranking employees or vice versa.
5. Intersectional discrimination: Occurs when someone faces discrimination based on multiple aspects of their identity. For example, a person could be discriminated against for being both a woman and a person of color.
Handling discrimination is essential to HR’s creation of a fair and inclusive work environment. HR can play a crucial role in combating workplace discrimination by understanding different types of discrimination and implementing policies and training that promote diversity, equity, and inclusion.
The role of HR in addressing discrimination and leading employees to success
Discrimination in the workplace isn’t just unjust—it’s detrimental to an organization’s reputation and performance. A survey shows that 76% of employees and job seekers view diversity and inclusion as critical factors in choosing a workplace, and inclusive companies report 25% higher profitability. However creating a genuinely inclusive environment requires more than meeting compliance—it demands proactive leadership from HR.
Why HR matters
1. Acting as a bridge between employees and organizational goals
HR serves as the connection between employees’ needs and the organization’s objectives. Reports show that 72% of employees who feel included are more likely to remain with their company, reducing turnover and associated costs. HR professionals advocate for employees, ensuring their voices are heard and their concerns addressed at leadership levels.
2. Creating policies to enhance engagement and satisfaction
Policies aligned with fairness and inclusivity motivate employees to do their best work. A Gallup study revealed that employees who feel included are 50% more engaged, fostering collaboration and innovation. HR’s role in shaping and implementing such policies ensures alignment with organizational values, driving engagement and productivity.
Impact on organizational success
When HR proactively addresses discrimination, it does more than mitigate risks—it cultivates an environment where all employees can thrive. This results in higher morale, improved productivity, and greater retention. A thriving, inclusive workforce ultimately translates into organizational success, proving that fostering employee well-being isn’t just ethical—it’s essential for long-term growth.
7 steps HR can take to handle workplace discrimination
Discrimination management is not just a reactionary measure—it’s a cornerstone of building a culture rooted in fairness and respect. HR plays a critical role in fostering this environment. Here’s a step-by-step approach to effectively address workplace discrimination:
1. Draft a comprehensive anti-discrimination policy
An anti-discrimination policy serves as your organization’s moral compass. It must be clear, inclusive, and actionable.
Key steps:
- Define discrimination with real-world examples.
- Adopt a zero-tolerance approach.
- Outline transparent reporting mechanisms.
Example: Create a “Bias Response Team” trained in Diversity, Equity, and Inclusion (DEI) best practices. This team ensures impartial investigations and reinforces organizational trust.
2. Provide regular training with clear goals
Training equips employees to identify and address biases effectively.
What to include:
- Understanding unconscious bias.
- Navigating sensitive workplace conversations.
- Clear reporting and intervention guidelines.
Example: Conduct role-playing workshops that simulate real-world scenarios, enabling employees to practice addressing biased remarks or actions.
3. Establish a safe reporting mechanism
Employees need a secure and confidential way to report discrimination.
Features to include:
- Anonymous reporting options.
- Use of 360-degree feedback for diverse perspectives.
- Consistent updates on investigations.
Example: Implement a digital platform for anonymous reporting. Enhance investigations with 360-degree feedback to evaluate cases objectively.
4. Act swiftly and transparently
Delays in addressing discrimination can erode trust. Quick, transparent action is essential.
Steps to take:
- Investigate complaints within 48 hours.
- Keep parties informed about the process.
- Apply fair, consistent consequences for violations.
Example: Form a dedicated council to review discrimination complaints promptly and deliver resolutions within a 48-hour timeframe.
5. Foster open communication
Open dialogue encourages employees to share concerns and feel valued.
How to foster it:
- Host regular town halls to address workplace issues.
- Use anonymous surveys to gather candid feedback.
- Create focus groups to drive inclusivity initiatives.
Example: Organize “Coffee with Leadership” sessions to encourage open and informal conversations with employees.
6. Measure and monitor progress
Track the effectiveness of policies and identify areas for improvement.
Key metrics:
- Diversity in hiring and promotions.
- Employee satisfaction regarding inclusivity.
- Trends in discrimination complaints.
Example: Develop a DEI dashboard integrating HR data to visualize diversity metrics. Use insights to implement targeted improvements, like mentorship programs or customized training. Share progress quarterly to maintain transparency.
7. Celebrate diversity and inclusion
Inclusivity thrives not only by addressing issues but by celebrating differences.
Ideas to get started:
- Host cultural diversity events.
- Support Employee Resource Groups (ERGs).
- Publicize inclusivity achievements.
Example: Organize a “Global Culture Week” where employees showcase their heritage through food, music, or stories. Recognize ERG leaders during team meetings or newsletters to highlight their impact.
When HR leads with intention, organizations can mitigate risks while unlocking the potential of a diverse workforce. By combining clear policies, training, and celebration, HR teams create environments where employees feel valued and empowered to succeed. Additionally, leveraging robust HR tools can help streamline these processes, ensuring a fair and inclusive workplace.
All this is good but how does HR support employees during challenging times? Let’s see some of the best HR practices to follow in this regard.
HR best practices for empowering employee success
HR is pivotal in creating an environment where employees feel empowered and motivated to achieve their best. Here are seven actionable strategies HR can implement to support employee success, complete with examples for practical application:
1. Set clear goals and expectations
- Clearly defining roles and responsibilities ensures employees understand their contributions to the organization.
- Use frameworks like OKRs (Objectives and Key Results) to align individual goals with company objectives.
Example: A marketing team’s OKR might include increasing website traffic by 20% through targeted campaigns, giving employees a clear focus and measurable target.
2. Foster a culture of continuous feedback
- Provide regular, constructive feedback to help employees grow professionally.
- Implement tools like 360-degree feedback to gather input from peers, managers, and subordinates.
Example: An HR team might introduce quarterly feedback sessions where employees receive actionable insights from colleagues across departments.
3. Provide training and development opportunities
- Invest in upskilling initiatives to help employees stay competitive and engaged.
- Offer access to courses, workshops, or certifications in their fields.
Example: A tech company might partner with online platforms like Coursera or LinkedIn Learning to offer employees free access to skill-building resources.
4. Recognize and reward achievements
- Celebrate employee milestones and successes to boost morale and motivation.
- Establish recognition programs, such as “Employee of the Month” or spot bonuses.
Example: A retail brand could organize monthly team lunches to celebrate hitting sales targets fostering camaraderie and appreciation.
5. Promote work-life balance
- Offer flexible work hours, remote work options, and mental health resources to reduce burnout.
- Encourage employees to take vacation days and prioritize personal well-being.
Example: A startup might implement “No-Meeting Fridays” to allow employees uninterrupted time to focus on work or personal needs.
6. Create career growth paths
- Help employees map their career trajectories within the organization.
- Provide mentorship programs and opportunities for internal promotions.
Example: A finance firm could pair junior analysts with senior mentors to guide their professional development and prepare them for leadership roles.
7. Encourage open communication
- Foster a safe space for employees to share feedback and voice concerns.
- Conduct regular surveys and town halls to maintain transparency and trust.
Example: An HR team could host anonymous Q&A sessions during quarterly meetings to address workplace challenges openly.
By adopting these best practices, HR teams can build a thriving workplace culture where employees feel valued, supported, and motivated to succeed.
Conclusion
Addressing workplace discrimination requires HR to act as a strategist and a champion for inclusivity. Managing discrimination in human resource management should include proactive measures.
Clear policies, regular training, and safe communication channels should foster trust and morale, while metrics-driven progress ensures sustained improvement. With the right tools by your side, discrimination in the workplace is not an obstacle; it’s an opportunity to build a better and stronger team.
