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Discrimination / Harassment

Discipline looming? Expect complaints to be filed

Employees sometimes try to head off a suspected firing by filing internal complaints. They hope their employers will be so afraid of a retaliation claim that they put the termination on hold. It doesn’t always work.

Few in HR believe we do enough to support diversity

Nearly 90% of HR leaders believe their organizations have been ineffective in efforts to increase diversity representation, according to newly released research by the Gartner consulting firm.

Snapshot: We don’t do enough to provide opportunities for Black employees

SHRM’s Together Forward @Work initiative uncovered divergent views among HR professionals on minority opportunities.

Poll: Black, white workers diverge on racial inequity

Black and white American workers differ in their perceptions of racial inequity in the workplace, of incivility and whether their employers can do more to promote equity and inclusion at work, according to a new report by the Society for Human Resource Management.

Warn bosses: Harassment can bring personal liability

Remind all supervisors that discriminating against employees or harassing them doesn’t just create liability for the company. It could become a big legal problem for them personally. Several federal laws and many more state laws make that possible.

Now more than ever, keep dress code neutral

With a potentially polarizing election looming, workplace conflict over politics seems almost inevitable. Employers should avoid fueling those battles. One flashpoint to beware: Dress codes that prescribe what employees must or must not wear at work, especially concerning political expression.

Religion must be accommodated, not trivialized

Remind all supervisors that unless a religious need unduly burdens business operations, they must accommodate employee beliefs.

Choosing applicants based on ‘it factor’: Is that job bias?

Here’s a $215,000 reminder that it’s always better to use objective, quantifiable measures in hiring, rather than relying on subjective factors.

The high cost of honoring customer bias: $568,500

Discriminating because of a customer’s request is just as illegal as discrimination an employer dreamed up by itself. This is especially true for employment agencies that place workers in temporary assignments or recommend them for permanent placement.

Supreme Court rules for religious employers

Two of the U.S. Supreme Court’s final decisions of the 2019-2020 term backed employers’ ability to invoke religion to exempt themselves from laws affecting employees and the workplace.