Emphasize that jokes based on gender, sexuality, race, or religion are not acceptable to make in the workplace. Forbid derogatory language, such as racial slurs or insults based on age, disability, gender, religion, or sexuality. State that promotions, raises, and other opportunities will be decided on experience and skills, not on race, gender, sexuality, age, or religion.
Consequences may include anti-discrimination training, a workshop with HR, or (depending on your industry) temporary leave. Make sure that employees understand that incidents of discrimination will be factored into their performance reviews.
Focus on skills, such as years of experience, technical capability, or degree requirements. Do not state that the ideal job is for young people, retirees, men, U. S. citizens, or other groups, as these can all be considered forms of discrimination. Insert a diversity and inclusion policy into your job advertisement. State that you are an equal opportunity workplace and do not discriminate based on gender, race, religion, ethnicity, or disability.
Do not tell the person that they are being “too sensitive” or “imagining things. ” Depending on the severity of the accusation, you may need to enforce disciplinary action, such as sensitivity training or job probation. If your business is too small for a dedicated HR position, appoint someone to be a “contact officer,” who is responsible for handling discrimination issues in addition to their normal duties.
Training should include topics of gender, race, LGBTQ+ status, size, disability, religion, and age.
Installing a ramp at a retail location, installing a sit/stand desk for an employee with a chronic back problem, or protecting an autistic person’s ability to fidget at board meetings helps people with mobility issues, physical disabilities, or mental difficulties. If an employee asks to leave early for a doctor’s appointment or to work from home because of medical issues, it’s best to give them the flexibility that they need. If the requests become extensive or constant, it may be time to chat with the employee about what’s going on.
For example, a formal restaurant can refuse service if the customer is not wearing formal attire. A formal restaurant, though, cannot refuse service solely because the customer is wearing a head covering for religious reasons.
Reasonable accommodation includes allowing them to use special devices in class, using a note taker, giving them extra time on tests, or giving the student more time to get between classes. Make sure that your school has ramps, elevators, and other structures to improve accessibility at the school. Even if the child does not have an IEP yet, work with them and their parents to create an accommodation plan that will help them succeed. This will help you avoid any claims of disability discrimination.
You might give the bullies detention or move them to a different class. You can also offer after-school counseling and sensitivity training to repeat offenders.
For example, don’t say that you would prefer young women to live in your home or that you don’t rent to students. Even words like “ideal for families” or “a perfect bachelor pad” can be seen as discrimination, as it might seem as though you are requesting a certain type of applicant.
For example, don’t ask 1 person for more references just because they are young and single. Ask each potential tenant for the same number of references. If someone calls and asks about the home, make sure to give them the same exact information as you do everyone else. Don’t make assumptions about them based on their name or accent.
Choose appropriate language when talking about disability, race, gender, age, etc. Most minority communities have specific language preferences which are very important to them. If you’re not sure what language a specific person prefers, don’t be afraid to ask them! When you’re uncertain of someone’s gender, stick to gender-neutral terms like “partner” instead of “boyfriend” or “girlfriend,” “they” instead of “he” or “she,” and “parent” instead of “mom” or “dad. ” Use your best judgment for when it is appropriate to use more gender-specific words. You may think a derogatory term is “okay” because a friend from a certain group might say it. Keep in mind, however, that this does not necessarily mean that it is acceptable for you to use that term.
It is common for certain groups of people to be silenced, ignored, or rejected because of their gender, race, religion, or identity. Even if you disagree with an idea, thank the person for giving it. Repeat back what people say so that they know you are listening. You can say, “What I am hearing is that you feel upset when your ideas are ignored. ” In a group setting, make sure that everyone has a chance to be heard. If 1 person is monopolizing the conversation, say something like, “Thanks for your time. Now let’s hear from someone else. ”
Don’t ask someone what country they are from just because you think they look or sound like an immigrant. If someone asks you to use certain pronouns to refer to them, respect their wishes. If you’re uncertain about something, ask politely. For example, you might ask, “Do you mind if I ask what terminology you prefer?"
Just because something is meant to be a joke doesn’t mean that others won’t find it offensive.
Volunteer at a charity. Join a social justice club. Take a class to learn a new skill. Visit a house of worship. Attend a cultural festival. Write to an international pen pal.
