How to Protect Against Discrimination in a Business

There are a number of discriminatory practices that a business must observe to create a comfortable environment for workers. Inappropriate decisions based on age, race and gender, among other characteristics, distract affected workers. You must protect every employee in your business from discrimination to avoid legal issues, as well as a negative public profile.

Things You'll Need

• Ramps and accessible bathroom fixtures
• Computer testing
• Anti-discrimination policy
• Independent auditors or lawyers

Instructions

1. Exceed state and federal requirements for affirmative action to protect your employees from discrimination. Affirmative action laws require objective standards in hiring, advancement and other aspects of business, regardless of personal characteristics.

2. Outline your company's anti-discrimination policy on every publication to demonstrate your commitment to a safe workplace. A paragraph detailing your company's adherence to legal and industry-enforced requirements can alleviate the concerns of shareholders and applicants.

3. Ensure the right of every worker to fair representation by an attorney or labor union to prevent discrimination. You can avoid legal problems with employees by allowing union mediators and lawyers to address worker grievances in a timely manner.

4. Create blind hiring practices to avoid discrimination for potential employees for your business. The elimination of birth date, gender and race questions on applications and survey materials prevents your staff from engaging in discriminatory behaviors.

5. Invest in ramps, accessible bathroom fixtures and other items to meet the needs of disabled workers. You should go beyond local building codes to create an accessible office for clients and future employees.

6. Utilize computer testing for potential employees to fight against discrimination during the hiring process. Tests involving calculations, customer service scenarios and other job-specific details can demonstrate aptitude in an objective way.

7. Present your policies and efforts against discrimination to employees in a creative way. You can insert reminders and policy updates about discriminatory practices during staff meetings to keep workers in line. It is important to use outside presenters and other innovative approaches to make sure your message against discrimination is heard.

8. Hire independent auditors and lawyers each month to observe your efforts to protect employees from discrimination. Auditors and lawyers have sharp eyes for detail that can find potential issues within personnel assessments, employee grievances and corporate publications.

Tips & Warnings

• Establish a whistle-blower program that encourages professionals to report every instance of discrimination in the workplace. Provide a confidential contact form and details on the correct procedures to follow to eliminate awkward situations in the office.

• Apply a strict standard to advertisements and publications that are used to recruit employees. Your advertising department should seek feedback from diverse reviewers to avoid images or language that may be offensive to certain groups.