Preventing Discrimination in the Workplace: Top Reasons and Strategies  

Preventing discrimination in the workplace is fundamental to fostering a culture of inclusion and harmony in the organization. This requires every professional to be aware of discrimination in the workplace and implement appropriate strategies to prevent it. This blog offers insights into the underlying reasons behind workplace discrimination, why preventing discrimination in the workplace matters, and top strategies for prevention. Keep Reading!

The term ‘discrimination’ is derived from the Latin word ‘discrimirie’, meaning ‘to divide or make a distinction’, and is the process of making unfair distinctions between individuals based on group or class. In the workplace, discrimination involves unfair or unequal treatment of employees or groups of employees based on factors such as age, race, gender, ethnicity, skin color, disability, religious beliefs, pregnancy, marital or parental status, nationality, and others. Workplace discrimination can occur consciously or unconsciously in the organization between employer/manager to employee, colleagues, client/customer to employee, employee to customer/client, or between teams and departments. Statistics reveal that “Over two-fifths (45%) of UK adults say they have experienced some form of workplace discrimination” (Source: Ciphr).

Workplaces often witness various forms of discrimination that can leave employees feeling powerless, uncomfortable, and affect their confidence and productivity. Some common incidents of workplace discrimination, but are not limited to:

• Making inappropriate jokes or comments concerning an employee’s race, ethnicity, gender, or sexual orientation.
• Denying accessibility accommodations to employees with disabilities, such as accessible workspaces or assistive technologies.
• Being denied promotions or equal opportunities on the grounds of gender, race, accent, or nationality
• Disregarding the religious or cultural priorities of employees or passing comments on them.
• Unequal pay for the same job and role due to differences in gender or sex.
• Retaliation in terms of demotion, firing, or undesirable shifts for raising complaints against existing discrimination and participating in an investigation.
• Discrimination against women employees, particularly those who are pregnant or working mothers striving to balance their professional and personal responsibilities.
• Unfair treatment of an employee in day-to-day activities due to unexplained reasons or pre-existing biases, whether conscious or unconscious.
• Exhibiting bias during the hiring process by selecting candidates based on personal characteristics such as race, gender, age, or background, rather than qualifications or performance.

But why does discrimination occur in the workplace? Here is one of the key reasons. In most cases, workplace discrimination arises from the absence of clear anti-discrimination policies and proper reporting channels. It may stem from unconscious bias rooted in stereotypes in some instances. Other contributing factors include poor leadership, lack of awareness among both employees and management, limited diversity in leadership and decision-making roles, and fear of retaliation. If left unaddressed, these issues can lead to serious problems within the workplace.

Considering the immense issues that arise when workplace discrimination goes unaddressed, preventing discrimination is essential. Let’s explore some key reasons that highlight why preventing discrimination in the workplace is crucial.

Preventing discrimination in the workplace is essential for legal compliance, as per laws such as Equal Employment Opportunity regulations and other nation-specific legislation. This ensures that all employees are treated fairly and free from discrimination, promotes a harmonious work environment, and helps the organization avoid disruption from lawsuits and penalties.

When organizations adopt strategies to prevent discrimination in the workplace, it leads to increased productivity by boosting employee morale with individuals feeling valued and respected, reducing conflicts related to unfair treatment, and fostering stronger collaboration.

When workplace discrimination is effectively addressed or avoided, it leads to reduced employee turnover by fostering greater satisfaction and engagement, as employees feel included and valued. According to a statistical study by Harvard Business Review, “companies with high levels of discrimination see 20% higher employee turnover rates.”

An organization’s commitment to preventing discrimination and promoting inclusion and diversity enhances its reputation, positioning it as a valued and desirable place to work.

When an organization builds a strong reputation by preventing workplace discrimination and demonstrating its commitment to diversity, it attracts top talent. Furthermore, employees who feel respected and valued are more likely to speak positively about the organization, enhancing its reputation and supporting better talent acquisition.

Due to the aforementioned reasons, preventing discrimination in the workplace is essential. However, implementing this requires the use of specific strategies such as:

Providing training on discrimination, diversity, equity, inclusion, and both conscious and unconscious biases can help prevent discrimination in the workplace to a significant extent. These programs should also cover anti-discrimination policies and proper procedures for addressing discrimination. In addition to raising awareness, managers should receive soft skills training to ensure they treat all employees fairly and consistently, regardless of personal biases, favoritism, or instances of direct or indirect discrimination.

Establishing clear policies on anti-discrimination, anti-retaliation, and inclusion helps prevent incidents of discrimination within the organization. Moreover, it is essential to regularly review and update these policies to ensure they remain current and effectively address all aspects of discrimination, thereby encouraging a workplace that avoids discriminatory practices.

Another significant strategy for preventing discrimination in the workplace includes fostering an environment of inclusion by promoting cultural diversity, implementing programs that celebrate individuals regardless of their backgrounds, and supporting employee resource groups. In addition, encouraging collaboration within teams, despite differences, helps build mutual respect and understanding, reducing the likelihood of discrimination.

Many employees hesitate to report instances of workplace discrimination due to fear of retaliation or uncertainty about the consequences. Promoting safe reporting channels, such as anonymous reporting options, protection for whistleblowers, and transparent communication, ensures that every employee feels valued and supports a culture of safety and accountability.

Establishing fair and inclusive recruitment and hiring practices by embedding strong anti-discrimination policies in job advertisements and announcements contributes to preventing discrimination in the workplace. When hiring employees for the organization, ensure that decisions are based solely on performance, not on personal background or other non-relevant factors.

Incorporating accommodations and accessibility measures promotes inclusion and helps prevent discrimination against individuals with specific needs. This includes pregnant employees, individuals with disabilities, and people from diverse ethnic or age groups. Beyond infrastructural changes, such as ergonomic adjustments and the use of supportive or assistive technologies, accommodations may also involve offering flexible work hours, enabling remote work, and eliminating practices that marginalize or exclude minority groups.

To sum up, preventing discrimination in the workplace, which involves unfair and unequal treatment of employees based on factors such as age, race, or gender, is essential. Discrimination not only violates legal standards but also negatively impacts productivity, increases employee turnover, damages organizational reputation, and hinders talent acquisition. To effectively prevent discrimination, organizations can implement strategies such as providing targeted training, establishing clear policies, fostering an inclusive workplace, promoting safe reporting channels, adopting fair hiring practices, and incorporating appropriate accommodations and accessibility measures.