Workplace discrimination hurts morale, causes conflict, raises turnover and can lead to costly legal claims. Counteracting discrimination is part of creating a safe, productive environment for everyone.
Workplace Discrimination Defined
The U.S. Equal Employment Opportunity Commission (EEOC) defines workplace discrimination as treating employees differently because of race, color, national origin, age, sex, disability, religion or other protected characteristics. Discrimination is prohibited in hiring, job assignments, pay, benefits, promotions, discipline and termination.
Implement Anti-Discrimination Policies
The first step to preventing discrimination is a clear written policy. Management should set expectations and describe behaviors that are unacceptable so employees understand what discrimination looks like and how it will be handled.
Policy details
- The official definition of discrimination
- Prohibited behaviors
- Penalties for violating policies
- An affirmation that the company will not retaliate against those who report discrimination
Hold Anti-Discrimination Trainings
Regular training keeps everyone informed about federal protections and company policies. Trainings should be held for all staff and at every level of the organization.
When specific issues arise, use scenarios and role play to show how to respond appropriately, and include time for questions so employees understand expectations and consequences. Employers with specialized services may also review industry-specific risk management options such as Shell Rehabs (Rehabilitation Insurance for Treatment Providers) as part of broader compliance planning.
Know the Procedures for Reporting Discrimination
Workplaces should have a formal, well-publicized reporting process so employees know who to contact, what forms to complete and how to document incidents. Encourage prompt reporting and make clear that complaints will be investigated promptly and confidentially when possible.
Employers can also help manage legal exposure by considering protections such as Discrimination Insurance (EPLI) to address potential claims and defense costs.
Establish Anti-Discrimination Groups
In larger organizations, employee resource groups or anti-discrimination committees (for example groups for women, minority employees or older workers) provide a forum to share experiences and propose practical solutions.
These groups can help shape policies, raise awareness and recommend training topics that reflect real workplace issues.
Next steps
Understand your workplace policies, participate in trainings and get to know co-workers to help prevent discrimination. Consistent enforcement and open communication reduce risk and improve workplace culture.
If you want guidance on protections or coverage when evaluating options, talk to an agent.
Frequently Asked Questions
What should I do if I experience discrimination at work?
Report the incident through your company's formal process, document what happened, and follow up if you do not receive a timely response.
Can my employer retaliate if I report discrimination?
Federal rules prohibit retaliation for reporting discrimination; a clear anti-retaliation policy should be part of your workplace rules.
Are managers required to take action when they learn of discrimination?
Yes, employers should investigate complaints promptly and take appropriate corrective steps when discrimination is substantiated.
What is the purpose of employee resource groups in preventing discrimination?
These groups provide support, surface concerns, and offer practical recommendations to improve policies and training.