How to Prevent Discrimination in the Workplace

Prevent workplace discrimination with strategies for fostering inclusivity, improving policies, and ensuring fair treatment for all employees. Enhance productivity and morale by addressing biases, providing training, and creating a supportive work environment.

By Brad Nakase, Attorney

Email | Call (800) 484-4610

Have a quick question? We answered nearly 2000 FAQs.

Table of Contents

1. Why is discrimination in the workplace a problem?

2. First Things First: What Is Discrimination?

3. Strategies for Combating Discrimination on the Job

4. In sum

Why is discrimination in the workplace a problem?

When employees experience discrimination on the job, it may have a devastating effect on morale and productivity. It is your responsibility as an employer to take all necessary measures to prevent this. Avoiding employment discrimination is easy with these steps.

In a typical lifespan, an individual will put in around 90,000 hours at the office. This accounts for approximately a third of our lives, making the office second only to home in terms of the amount of time we spend there.

Because of this, it’s critical that we don’t experience any kind of harassment, bullying, or discrimination at work.

Productivity, performance, staff dedication, and morale can all take a hit if businesses don’t pay attention to their workers’ needs. So, it’s clear that businesses should examine their rules and procedures more closely.

To make matters worse, employers and employees alike are frequently in the dark about how to handle discrimination because the topic is either ignored or not sufficiently discussed. In some situations, this will also cause employees to leave because there aren’t any good ways to stop this from happening.

Reading this article will help you get a handle on the problem and provide you the tools you need to combat workplace discrimination.

First Things First: What Is Discrimination?

Discrimination is defined by law as the practice of treating one group of people differently than another due to their identity or other protected traits. The following provides the basis for the prohibition of unlawful discrimination:

Ancestry, national origin
Race, color
Age (40 and over)
Religion
Mental and physical impairments
Sex (including childbirth, pregnancy discrimination, breastfeeding, or associated medical situations)
Gender identity, gender expression
Gender identity
Problem with health
Marital status
Genetic information
Veteran or service member status

Discrimination in the workplace can take many forms, including but not limited to: unjust treatment, harassment, inappropriate questioning, and revenge for reporting or participating in an inquiry or lawsuit about employment discrimination. To gain a better grasp of what could be considered discrimination in the workplace, you can review the prohibited policies and practices of the United States Equal Employment Opportunity Commission (EEOC).

Strategies for Combating Discrimination on the Job

Now that you have a better understanding of the term, let’s discuss what your business can do to eliminate workplace discrimination.

1. Create a policy document outlining the ground rules and processes

It is critical to emphasize that employees have the right to work in a professional setting where their talents, abilities, and expertise are the most essential components of their success, even though anti-discrimination policies might differ greatly from one company to the next based on culture and nature.

It is imperative that your business has a zero-tolerance policy on harassment in the workplace. Inviting workers to come forward and take part in the investigation while guaranteeing their confidentiality (to a reasonable degree) and the constant protection of those who lodge complaints is essential. One strategy to educate managers and employees on what is considered appropriate behavior in the workplace in your country is to develop clear processes and standards.

It will be less difficult to refer to the policy in the event of misconduct than to a statute that the employee might not be familiar with.

2. Provide anti-discrimination training to all of your employees

A number of state statutes mandate periodic anti-discrimination training for all employees. It is critical that all workers understand the importance of reporting allegations of discrimination, are familiar with your company’s rules and processes, and are aware of the signs of possible prejudice in the workplace. Managers and supervisors should receive specialized training on anti-discrimination measures because they are the first line of defense against such practices in the workplace.

Additionally, it is important to make sure that employees are aware of the potential consequences of discrimination, such as legal action. Direct instruction, internal communications, and the use of visual aids in public spaces to encourage nondiscriminatory behavior are just a few of the numerous options for keeping everyone aware and up-to-date on the subject.

3. Set up a system to handle complaints of discrimination

Feel free to report any instances of discrimination or unfavorable treatment you may have experienced to Human Resources, your immediate supervisor, manager, or director. In such situations, it doesn’t matter if your company isn’t in legal danger; what matters is that you respond consistently by conducting a fair and reasonable investigation. Doing so will demonstrate your company’s commitment to treating all employees fairly and equally. Prioritizing the prompt resolution of workplace discrimination complaints is crucial to avoid the erosion of confidence and credibility.

4. Think about a variety of routes for communication

Having clear and efficient ways to communicate is crucial when handling complaints. Employees should be able to report discrimination in a variety of ways; this will make it more difficult for supervisors to cover up problems from HR and higher-ups. An employee must be able to lodge a formal complaint through an Intranet, email, letter, or in-person meeting; some companies even enable anonymous reports to initiate investigations.

Lunchtime chats and ongoing teamwork are two examples of more casual forms of communication that could help you spot discriminatory behavior that might otherwise go undetected.

5. Minimize prejudice when selecting new employees

Stereotypes that we pick up without meaning to are known as unconscious biases. They can influence how we act and how we see other people. A large amount of data indicates that the hiring process is prejudiced and unjust, which is something that many companies might not consider. This has the potential hinder efforts aimed at promoting diversity, hiring top talent, and retaining customers. The first step in addressing unconscious bias in the workplace is providing awareness training so that employees can understand that they are not alone and can identify their own biases.

Employers can better zero in on the aspects that directly affect performance with a standardized interview approach that asks candidates the same predetermined questions. Recruiters are less likely to make snap judgments about candidates based on their looks, gender, personality, age, or disability when they are required to provide a work sample test and provide constructive criticism of the candidate’s work. In addition to raising consciousness, inclusion training can assist in eliminating prejudice and sexism in the workplace.

6. Put an anti-retaliation program into action

It is easy for an employee to accuse retaliation as a form of workplace discrimination, and it is also the most difficult for an organization to defend. It is not uncommon for the first discrimination accusation (not related to retaliation) to fall short of proving a breach of the law, but the subsequent retaliation accusation will lead to a discriminatory finding. Thus, it is imperative that you ensure that all members of management receive anti-retaliation training.

This will equip them with the necessary knowledge to prevent reacting negatively when an employee goes through the complaint procedure. Additionally, be sure to meticulously record all of your acts and their justifications related to your employment. If you want to refuse a promotion to an employee, you’d better have solid evidence of your reasoning behind the decision to choose another candidate. With this evidence, you may head off any potential retaliation accusations that that person might make against your promotion rejection.

Affirmative Action Plans are essential for all businesses; not only are they required by law, but they also serve as a solid defense against prejudice and sexism on the job.

Some of these suggestions for improving the office setting are also worth considering:

7. Organize events that foster togetherness

To assist your staff connect and understand one another better, organize team-building activities and events in addition to holding training in a meeting setting. Inviting people to contribute a dish from their cultural background to a potluck is just one example of how this event may promote diversity and inclusion.

8. Research using focus groups

One common method for increasing buy-in from staff is to hold focus groups where workers are led in a conversation about a certain issue. They are a great way to show your employees that you are listening to their suggestions and are determined to make a difference. Additionally, by having these conversations, employers can better understand the sources of stress in the workplace, the frequency of disagreements, and how to boost morale.

9. Give your supervisors and managers some training on “soft skills”

While it’s true that instances of unjust treatment by superiors or peers in the workplace are common when discussing discrimination in the workplace, it’s important to remember that employees can also be victims of bias from inside their own department. Harassment and bullying seem to fall under this category.

You shouldn’t have to rush to consult HR when your managerial staff is more than capable of handling these situations on their own. To prevent such issues from becoming discrimination complaints, it is important to provide them with ongoing soft skills training. This will significantly improve their interactions with subordinates.

10. A healthy work environment fosters productivity

There should be zero tolerance for discrimination and harassment in the workplace, and you should do all in your power to make that happen.

A competitive wage and other financial incentives may seem like the holy grail of employee motivation to you as an employer. But if you want to attract and retain talented workers who are also satisfied with their work, one of your primary goals should be to provide a welcoming and supportive workplace.

In sum

To sum up, anti-discrimination measures include:

Providing your employees with comprehensive training on the topic of discrimination
Instruct those in positions of authority, such as managers and supervisors, on how to address workplace prejudice appropriately.
Carefully and discreetly handle any allegations of discrimination.
Establish a zero-tolerance policy for discrimination in the workplace.
Verify that the policy of the company is well defined and strictly enforced.
On a regular basis, review the policies of your organization.

If you want to keep your employees happy and productive so that they can help you boost your profit, this is a good first step. Furthermore, anti-discrimination efforts can save time and money by avoiding costly legal battles, damaging effects on corporate culture and morale, and drawn-out investigations.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

What Is a Pay Stub and Why It Matters for Employees and Employers

Pay stubs detail wages, deductions, and taxes, helping employees track earnings and employers comply with state payroll regulations. They support loan applications, reduce payroll disputes, and are required or regulated in many states across the U.S.

What Are the Proper Steps to Fire Someone in California?

Terminating an employee in California requires following legal guidelines, maintaining professionalism, and ensuring proper documentation. This guide outlines lawful termination reasons, key procedural steps, and best practices to reduce legal and financial risks.

How Long Does a Misdemeanor Stay on Your Record in California?

A misdemeanor conviction in California stays on public record indefinitely but may be eligible for expungement under specific conditions. Background checks typically show misdemeanor convictions for seven years, but expungement can remove them from most employment screenings.

How Do I Prepare a Script for Firing Someone?

Learn the professional steps for firing an employee, from preparing a script to handling emotional reactions. Understand the proper procedures, reasons, and communication techniques to ensure a smooth and respectful termination.

What Is Involved in a PAGA Lawsuit?

PAGA lawsuits allow employees to file claims for labor code violations on behalf of themselves and others in California. Employers can face significant penalties, prompting many to settle to avoid costly judgments.

What Are the Rules for 10-Minute Breaks?

California law mandates two paid 10-minute breaks and a 30-minute unpaid meal break for an eight-hour shift. Employers who fail to provide required breaks may face penalties, and employees can seek legal action for compensation.

Can I Work Six Hours Without a Lunch Break?

California law requires a 30-minute meal break for shifts over five hours, but employees can waive it if working exactly six hours. Employers must comply with strict labor laws, ensuring uninterrupted meal breaks and legal protections for workers.

What Can I Do If My Employer Didn’t Pay Me on Payday?

Employers in California must pay workers on time, or they may face penalties of up to 30 days' wages for delays. Employees can file wage claims, seek legal assistance, or report violations to the California Labor Commissioner's Office for unpaid wages.

What Qualifies as a Hostile Work Environment in California?

Employees in California facing severe or persistent harassment based on protected traits may have legal options under state and federal laws. Filing a complaint with the California Civil Rights Department or consulting an employment attorney can help protect workplace rights and seek compensation.

When Is a Doctor’s Note for Work Required in California?

California employers generally cannot demand a doctor's note for sick leave, but exceptions exist under specific laws and circumstances. Legal conflicts persist, and employers may require medical documentation for disability accommodations, FMLA leave, or other valid reasons.

What Does California Law Say About Final Paycheck Rules?

California law mandates that final paychecks be provided promptly, with termination pay due immediately and resignation pay within 72 hours. Employers must include all owed wages, expenses, and accrued benefits, with penalties for late or incomplete payments.

Can an Employer Deny a Doctor’s Note?

An employer may deny a doctor's note if the absence does not qualify for legal protections under disability or family leave laws. Employers must evaluate medical documentation, employee statements, and applicable laws before considering disciplinary action.

How Much Can You Sue an Employer for Misclassification?

An employer's misclassification tactics can deny you fair wages, benefits, and legal protections. You may be entitled to compensation, including back pay, retirement contributions, and potential punitive damages, by pursuing legal action.

How Serious Is an EEOC Complaint?

An EEOC complaint can lead to costly legal battles, reputational damage, and mandatory policy changes for businesses. Employers may face financial penalties, investigations, and compliance requirements, impacting operations and workforce morale.

Do You Have Sample Letters for Termination of a Contract?

A contract termination letter formally ends a business agreement while protecting interests. This guide outlines key steps, considerations, and sample letters.

What Is a WARN Notice in California?

The California WARN Act requires businesses with 75 or more employees to provide 60 days' notice before mass layoffs, plant closures, or relocations. Noncompliance can lead to fines, back pay, and healthcare costs, making adherence essential for legal and financial stability.

What Is FICA and How Does It Impact Payroll Taxes?

FICA is a payroll tax that funds Social Security and Medicare, requiring contributions from both employers and employees. Employers must withhold, match, and submit FICA taxes while following IRS guidelines on deposit schedules, wage bases, and additional Medicare tax requirements.

What Is At-Will Employment and How Does It Impact Employee Rights?

At-will employment allows employers and employees to end their working relationship at any time without cause, impacting job security and flexibility. While it provides businesses with staffing flexibility, employees face fewer legal protections and potential job instability.

Employers Should Exercise Caution When Terminating Employees After Disability Leave

Employers should exercise great caution when considering whether to terminate an employee who is on leave. Employers are cautioned not to automatically terminate employment solely because an employee has used or exhausted their disability leave entitlement.

What Is FUTA? 2025 Rates and How to Calculate FUTA Tax

The Federal Unemployment Tax Act (FUTA) imposes a payroll tax on businesses that have employees, collecting revenue that funds unemployment benefits.

What Is the Difference Between a 1099 Contractor and an Employee?

A 1099 contractor operates independently, covering their own taxes and expenses, while a W-2 employee receives benefits and employer tax contributions. Misclassifying workers can result in fines, making it essential to assess control, financial arrangement, and job nature before classification.

How Do Contractors Typically Get Paid? Payment Methods and Legal Guidelines

Contractors receive payments through direct deposits, checks, payroll services, or online transfers, following legal and tax regulations. Proper classification, documented agreements, and compliance with IRS reporting ensure smooth transactions and avoid penalties.

What Is the Definition of a Non-Exempt Employee?

Non-exempt employees are entitled to overtime pay and must earn at least the federal minimum wage under FLSA regulations. Unlike exempt workers, they are typically paid hourly and receive 1.5 times their wage for extra hours.

Can Union Representatives Be Present at Disciplinary Meetings?

Employees have the right to request a union representative during investigative interviews that may lead to disciplinary action. Employers must comply or face potential labor law violations under the National Labor Relations Act.

What Is an FTE (Full-Time Equivalent)?

A full-time equivalent (FTE) measures employee work hours, combining part-time and full-time schedules into a standardized metric. Businesses use FTE calculations for staffing, budgeting, and compliance with regulations like the Affordable Care Act.

What Are the Signs of Unfair Treatment at Work?

Unfair treatment at work includes discrimination, pay gaps, and biased promotions, impacting employees' well-being and career growth. Recognizing signs like harassment, favoritism, and wrongful termination helps employees take action against workplace discrimination.

What Is a Statutory Employee on a W-2 Form?

A statutory employee is a self-employed worker classified as an employee for tax withholding purposes, receiving a W-2 instead of a 1099-MISC. These workers can deduct business expenses on Schedule C but typically do not receive traditional employee benefits like health insurance or retirement plans.

What Laws Protect Employees From Workplace Bullying

181