Today, a shocking 75% of workers have experienced bullying at work. This issue affects America and often leads to bias and, in many cases, clear discrimination. While the most extreme incidents grab the headlines, many others quietly damage company culture, harm employee morale, and reduce productivity. However, proper education and training can help stop workplace discrimination in any organization.
The Nuances of Discrimination
There are various types of bias and discrimination in today’s workplaces. With 42% of women reporting gender discrimination at work, unfair treatment based on sex is among the most notable. Racism remains a problem, as does discrimination based on a person’s country of origin, culture, or religion. A bias can arise from any difference between individuals, and when that bias is acted upon, it leads to discrimination. Take age discrimination, which is growing as workforces change. By 2050, the number of workers aged 65 and older will have increased by 75%. Meanwhile, Generation Z is reaching adulthood and joining the workforce in large numbers. Sadly, it’s common for hiring managers to dismiss the resume of a 65-year-old, assuming they will retire soon. At the same time, they may overlook a 24-year-old for a job or promotion because they believe that candidate lacks enough experience. Organizations need to take action to eliminate this and all types of bias-driven discrimination.
Awareness Through Training
All too often, employees do not even realize they are exhibiting a bias or are discriminating against another. What may seem like harmless joking to one individual may not be perceived that way by others. When a promotion is handed down, a manager may neglect to consider a certain candidate based on a subconscious bias. In other words, even if an employee doesn’t intentionally discriminate against another, the mere perception of that possibility can be just as damaging. In order to prevent all forms of workplace discrimination, it’s necessary to educate workforces through proper training procedures. All employees must understand what constitutes a bias, bullying, and discrimination, as well as how to stop any behaviors from falling into those categories. To that end, managers must be trained separately as they will have more responsibility for identifying negative behaviors before they culminate into a problem. Additionally, all staff should receive soft skills training so they can learn to communicate more appropriately and become conscious of their words and actions.
A Culture that Celebrates Diversity
Ideally, training will not just teach employees how to act in order to prevent bias and discrimination, but should also create an environment that accepts and actively celebrates others’ beliefs, backgrounds, and differences. Training can be a spark for change in creating a healthier culture as employees discover they are more similar than they are different. Plus, a diverse workforce is an asset, producing diverse solutions and products that consider various viewpoints and leave no stone unturned. The key to building a strong training program and culture is to recognize that typical anti-discrimination or anti-bullying initiatives are focused solely on what not to do. While that’s a good start, take culture to the next level by also discussing the ways that employees desire to be treated in the workplace. Encourage positive actions and create opportunities for employees to get to know each other better. As a result, instead of an employee simply aspiring to not break a rule, they will be less of a neutral bystander and more of a culture ambassador, going out of their way to lift up others through positivity.
Prevent Workplace Discrimination: How to Stop Bullying and Eliminate Bias
Of course, no one sets out to hire bullies or create a discriminatory environment. The issue is that an alarmingly few employers do enough to prevent workplace discrimination. It can be difficult to prioritize this initiative above other business objectives, but it’s something that must be done at regular intervals. Doing so sends a clear message that changes behaviors, protects employees, and ultimately makes a business better.