If a worker at a company alleges that they have experienced discrimination, those claims can do real harm to the business. The best and brightest prospective talent may hear about those discrimination claims online and may choose not to apply. The cost of litigation can also become a serious concern if the matter actually goes to trial.
Every new hire slightly increases the likelihood that an employee may eventually make accusations against the organization. How can employers with numerous employees minimize their chances of discrimination claims?
By providing mandatory training
Most businesses have a policy against discrimination integrated into their operational handbooks. In theory, every employee at the organization has to abide by that policy. Providing actual training when someone starts a job at the company or moves into a position where they have authority over others can be an important deterrent to inappropriate conduct, like harassment. Workers trained on what constitutes discrimination may be less likely to engage in behaviors that upset and alienate their coworkers.
By offering easy reporting options
A policy against discrimination and worker training do very little to help employees if the company does not have a way to enforce that policy. Providing options for workers who need to report workplace misconduct is important. Having one standard approach, such as going through an immediate supervisor or human resources, is useful. Providing an alternative option in case someone in that hierarchy has engaged in discrimination could also help reduce the likelihood of claims that a company did not give a worker a chance to speak up about mistreatment.
By investigating claims thoroughly
If a worker claims that human resources specialists have discriminated against them by consistently refusing to accommodate their religious means, the company should not dismiss those complaints but rather investigate them. The more documentation there is of the organization looking into allegations of discrimination and addressing issues with workers, the less likely an employee complaint is to snowball into actual litigation.
When a company takes timely action, engages in disciplinary measures and retrains professionals as necessary, the organization diminishes the likelihood that frustrated workers will feel as though taking legal action is their only option. As such, being proactive about preventing and assertive about responding to claims of workplace discrimination can help businesses limit the chances of litigation.