Unconscious Bias, Stereotypes and Microaggressions · types about protected classes. Unfortunately,...
Transcript of Unconscious Bias, Stereotypes and Microaggressions · types about protected classes. Unfortunately,...
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 1
Unconscious Bias Stereotypes and Microaggressions How to Prevent These Subtle Forms of Discrimination from Affecting Your Workplace
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 2
Table of Contents
2 Introduction
4 Unconscious Bias
6 Stereotypes
9 Microaggressions
11 Strategies for Prevention
bull InfluenceCompanyCulture
bullComplianceTraining
bullConductLawfulHiringDiscipline andPerformanceReviews
17 Conclusion
17 About Workplace Answers
Shelley
IntroductionIfthiswasthe1950sthelikelihoodofmewritingthise-bookwouldbedifficulttoimaginebecauseIamawomanWhileImayhavehadthesameskillsdriveandwritingportfolioasamalecounterpartitrsquosverylikelythise-bookwouldnrsquotbeauthoredbyShelley
Backthenitwascompletelyacceptableforabusinesstoadvertisethatwomenorminoritiescouldnrsquotapplyforcertainjobs
ThankfullyalothaschangedsincethenLawsareinplacetopreventdiscriminationandharassmentintheworkplaceandtheyareenforcedbytheEqualEmploy-mentOpportunityCommission(EEOC)Inthetimelineonthenextpageyoucanseethedifferentlawsandwhentheywerecreated
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3
EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination
Sowhatrsquoshappening
ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns
Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit
Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination
Timeline
1963 Equal Pay Act (EPA)Prohibitssex-basedwage
discriminationformen andwomen
1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder
1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations
1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin
1973 Rehabilitation ActProhibitsfederalagencies
fromdiscriminatingon thebasisofdisability
2008 Genetic Information Nondiscrimination Act
Makesitillegalto discriminatebasedon geneticinformation
aboutanindividualor theirfamilymembers
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 4
Unconscious Bias PicturethisYoursquorehiringanadministrativeassistantWhatdoesthepersonlooklikeDidyoualreadypicture awoman
Nowletrsquospretendyouworkataconsultingfirminanexpensivedowntownoffice
Theadministrativeassistantwillbethefirstperson clientsinteractwithonthephoneorinpersonYou postthejobandbothSheilaandBettyapplyThey areequallyqualifiedforthejobsoyousetthemboth upforaninterview
WhentheyarrivethisiswhattheylooklikeQuick withoutthinkingaboutanythingelsewhichoneof themiswhoyouwerepicturinginyourmind
MorethanlikelyyouautomaticallypicturedBetty Butwhy
ForaclientfacingpositionataprestigiousdowntowncompanyyouprobablythinkofanattractivethinyoungwomanmdashlikeBettySheilaisjustasqualifiedbutbecauseofherageandweightsheisnotwhatmanypeoplewouldpictureasthefaceofahigh-poweredcompany
Sheila
Betty
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5
Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen
NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations
SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees
MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability
Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin
EEOC v Resources for Human Development
Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000
CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo
ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 2
Table of Contents
2 Introduction
4 Unconscious Bias
6 Stereotypes
9 Microaggressions
11 Strategies for Prevention
bull InfluenceCompanyCulture
bullComplianceTraining
bullConductLawfulHiringDiscipline andPerformanceReviews
17 Conclusion
17 About Workplace Answers
Shelley
IntroductionIfthiswasthe1950sthelikelihoodofmewritingthise-bookwouldbedifficulttoimaginebecauseIamawomanWhileImayhavehadthesameskillsdriveandwritingportfolioasamalecounterpartitrsquosverylikelythise-bookwouldnrsquotbeauthoredbyShelley
Backthenitwascompletelyacceptableforabusinesstoadvertisethatwomenorminoritiescouldnrsquotapplyforcertainjobs
ThankfullyalothaschangedsincethenLawsareinplacetopreventdiscriminationandharassmentintheworkplaceandtheyareenforcedbytheEqualEmploy-mentOpportunityCommission(EEOC)Inthetimelineonthenextpageyoucanseethedifferentlawsandwhentheywerecreated
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3
EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination
Sowhatrsquoshappening
ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns
Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit
Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination
Timeline
1963 Equal Pay Act (EPA)Prohibitssex-basedwage
discriminationformen andwomen
1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder
1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations
1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin
1973 Rehabilitation ActProhibitsfederalagencies
fromdiscriminatingon thebasisofdisability
2008 Genetic Information Nondiscrimination Act
Makesitillegalto discriminatebasedon geneticinformation
aboutanindividualor theirfamilymembers
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 4
Unconscious Bias PicturethisYoursquorehiringanadministrativeassistantWhatdoesthepersonlooklikeDidyoualreadypicture awoman
Nowletrsquospretendyouworkataconsultingfirminanexpensivedowntownoffice
Theadministrativeassistantwillbethefirstperson clientsinteractwithonthephoneorinpersonYou postthejobandbothSheilaandBettyapplyThey areequallyqualifiedforthejobsoyousetthemboth upforaninterview
WhentheyarrivethisiswhattheylooklikeQuick withoutthinkingaboutanythingelsewhichoneof themiswhoyouwerepicturinginyourmind
MorethanlikelyyouautomaticallypicturedBetty Butwhy
ForaclientfacingpositionataprestigiousdowntowncompanyyouprobablythinkofanattractivethinyoungwomanmdashlikeBettySheilaisjustasqualifiedbutbecauseofherageandweightsheisnotwhatmanypeoplewouldpictureasthefaceofahigh-poweredcompany
Sheila
Betty
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5
Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen
NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations
SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees
MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability
Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin
EEOC v Resources for Human Development
Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000
CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo
ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3
EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination
Sowhatrsquoshappening
ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns
Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit
Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination
Timeline
1963 Equal Pay Act (EPA)Prohibitssex-basedwage
discriminationformen andwomen
1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder
1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations
1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin
1973 Rehabilitation ActProhibitsfederalagencies
fromdiscriminatingon thebasisofdisability
2008 Genetic Information Nondiscrimination Act
Makesitillegalto discriminatebasedon geneticinformation
aboutanindividualor theirfamilymembers
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 4
Unconscious Bias PicturethisYoursquorehiringanadministrativeassistantWhatdoesthepersonlooklikeDidyoualreadypicture awoman
Nowletrsquospretendyouworkataconsultingfirminanexpensivedowntownoffice
Theadministrativeassistantwillbethefirstperson clientsinteractwithonthephoneorinpersonYou postthejobandbothSheilaandBettyapplyThey areequallyqualifiedforthejobsoyousetthemboth upforaninterview
WhentheyarrivethisiswhattheylooklikeQuick withoutthinkingaboutanythingelsewhichoneof themiswhoyouwerepicturinginyourmind
MorethanlikelyyouautomaticallypicturedBetty Butwhy
ForaclientfacingpositionataprestigiousdowntowncompanyyouprobablythinkofanattractivethinyoungwomanmdashlikeBettySheilaisjustasqualifiedbutbecauseofherageandweightsheisnotwhatmanypeoplewouldpictureasthefaceofahigh-poweredcompany
Sheila
Betty
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5
Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen
NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations
SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees
MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability
Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin
EEOC v Resources for Human Development
Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000
CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo
ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 4
Unconscious Bias PicturethisYoursquorehiringanadministrativeassistantWhatdoesthepersonlooklikeDidyoualreadypicture awoman
Nowletrsquospretendyouworkataconsultingfirminanexpensivedowntownoffice
Theadministrativeassistantwillbethefirstperson clientsinteractwithonthephoneorinpersonYou postthejobandbothSheilaandBettyapplyThey areequallyqualifiedforthejobsoyousetthemboth upforaninterview
WhentheyarrivethisiswhattheylooklikeQuick withoutthinkingaboutanythingelsewhichoneof themiswhoyouwerepicturinginyourmind
MorethanlikelyyouautomaticallypicturedBetty Butwhy
ForaclientfacingpositionataprestigiousdowntowncompanyyouprobablythinkofanattractivethinyoungwomanmdashlikeBettySheilaisjustasqualifiedbutbecauseofherageandweightsheisnotwhatmanypeoplewouldpictureasthefaceofahigh-poweredcompany
Sheila
Betty
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5
Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen
NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations
SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees
MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability
Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin
EEOC v Resources for Human Development
Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000
CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo
ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5
Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen
NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations
SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees
MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability
Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin
EEOC v Resources for Human Development
Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000
CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo
ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6
StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit
MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses
Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes
Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989
Tiffany
Latisha
Rahul
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7
Ann Hopkins
The Landmark Case Price Waterhouse v Hopkins
AnnHopkinswasnominatedforapartnership
promotionattheaccountingfirmsheworkedat
becauseamongotherthingsshesuccessfully
completedaprojecttosecurea$25millioncontract
withtheDepartmentofState
ButHopkinspromotionwaspostponedforayear
AndwhenitwaspostponedasecondtimeHopkins
saidmetwithhersupervisorwhostatedsheneeded
toldquowalkmorefemininelytalkmorefemininely
dressmorefemininelywearmake-uphaveher
hairstyledandwearjewelryrdquo
Additionallycoworkersdescribedherasaggressive
foul-moutheddemandingandimpatientandmale
employeessaidtheywouldnotbecomfortablehaving
herastheirpartnerbecauseshedidnotacttheway
theybelievedawomanshould
Thenshefiledalawsuitstatingthattheaccounting
firmviolatedTitleVIIonthebasisofsexdiscrimination
Hopkinsclaimedthattheaccountingfirmdiscriminated
againstherwhenitdeniedherapromotionbasedon
thefactthatshedidnotconformtogenderstereotypes
Thecourtsagreedstatingthatanldquoemployerwho
actsonthebasisofabeliefthatawomancannot
beaggressiveorthatshemustnotbehasacted
onthebasisofgenderrdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8
Lisa
Mark amp Simon
Seanrsquos Family
Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes
InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause
bull Awomandoesnotdressortalkinafemininemanner
bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen
bull Afemaleemployeedateswomeninsteadofmen
bull Amaleemployeeplanstomarryaman
bull Anemployeetransitionsfromfemaletomaleor maletofemale
Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9
ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo
mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education
Microaggressions Canyoutellwhatrsquoswrongwiththesestatements
ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo
ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues
ldquoI think I have PTSD from that meetingrdquo
Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary
ldquoAt least you donrsquot look oldrdquo
Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable
Alsoeachofthesestatementsisamicroaggression
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10
ldquoNo where are you really fromrdquo
ldquoDid you know the guy they arrestedrdquo
Sabeen
ldquoIrsquom surprised you speak English so wellrdquo
ldquoIsnrsquot it oppressive
to wear that on your headrdquo
ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman
Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass
ldquoHow can you believe in something so wrongrdquo
ldquoAt least we know
yoursquore not a terroristrdquo
ldquoIrsquom not even going to try to pronounce your namerdquo
ldquoI bet you have a hard time
getting on a planerdquo
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11
Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks
Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture
Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight
AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination
Create and Update Discrimination Policies
Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis
up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot
Encourage Employees to Offer Feedback
Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves
AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment
Will I be taken seriously
Will my manager think
Irsquom just being overly sensitive
Will my coworkers retaliate
against me for speaking up
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12
RIGHT WAY
MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood
TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit
BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring
Teach Employees to Communicate with Respect
Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample
BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting
WRONG WAY
MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood
TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit
BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones
To help you teach employees about your policies and how to communicate respectfully you can use online compliance training
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13
Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment
ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)
Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind
Does it Cover the Law
Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk
Is It Easy to Use
Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated
Is it Engaging
Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation
Is It Flexible
Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange
ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo
mdash Patricia A Wise labor and employment lawyer
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14
How Often is It Updated
LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears
Additional Compliance Training Considerations
Otherthingstoconsiderinclude
bull Doesyourcompanyneedtodelivertraininginmultiplelanguages
bull Howlongarethecourses
bull Doesthetrainingalignwithyourcompanyculture
bull Whocreatedthecontentandwhatistheirlevelofex-pertise
bull Howeasyisittodeployadministerandtrackemployeesuccessrates
AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess
Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing
Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees
Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess
bullReviewandvetjobapplicationsandresumescarefully
bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language
bull Screenapplicationsandresumestoreduce unconsciousbias
bull Decidewhichteammemberswillconducttheinterviewsaheadoftime
bull Preparetheteammembersextensivelyfortheinterviews
bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess
bull Conductappropriatelegalbackgroundand referencechecks
bull Conductlegaljob-relatedpre-employmenttesting
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15
Discipline and Performance Reviews
HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed
Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo
Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees
bull Checkforharassmentdiscriminationandretaliation
bull Givethoroughdetailedfeedbackinalldocumentation
bull Documentthewhowhatwhenwhereandwhyof thesituation
bull Disciplinetheactionnottheperson
bull Makedocumentationobjectivenotsubjective
bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency
bull Gettheemployeersquossignatureorequivalentonthe documentation
Robynrsquos Interview
Brianrsquos Feedback
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16
Andhereareguidelinestofollowwhenconducting performancereviews
bull Checkforharassmentdiscriminationandretaliation
bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview
bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes
bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations
bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank
bull Askopen-endedquestionsfocusedonemployeegoalsandneeds
Jimrsquos DocumentationAnnarsquos Examples
Carlarsquos Review
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17
ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk
Thestrategieswersquovelaidout
bull Creatingacultureofrespect
bull Usingonlinecompliancetraining
bull Conductinglawfulhiringdisciplineand performancereviews
Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace
About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce
WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace
AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you
WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18
Thank you