If your employee claims to have experienced any form of discrimination in the workplace, you need to handle their case with respect and care. It’s understandable not to believe discrimination can happen in your company, especially if you have implemented a fair disciplinary policy. But it can happen.
Here is how to respond when you receive a discrimination complaint from an employee:
Ask adequate questions
Ask your employee enough questions to obtain more information about the incident. Get details about what happened, how and where the incident occurred, why they believe they were treated unfairly and who they believe was treated more favorably.
During the conversation, acknowledge the employee’s feelings and listen attentively. This helps them know you are concerned about their well-being and take the complaint seriously.
Investigate the matter
After learning more about the incident from the complainant, you need to investigate it further. Thus, meet with the alleged harasser to obtain details about what happened from their perspective. Additionally, interview any witnesses mentioned by the complainant. Examining surveillance footage, written communications, timecards and schedules, performance reports and records of disciplinary actions is also crucial.
Make a decision
After obtaining the needed details during the investigation, you should be able to establish if the employee was discriminated against based on their identity attribute. You need to inform your employee about the conclusion you have reached and the steps that will follow.
For example, if you determine that discrimination occurred, let them know how you will discipline the harasser and the solutions you will implement to ensure such an incident never recurs.
An employer can successfully handle internal discrimination complaints. Learn more about the best ways to approach complaints from employees to provide effective solutions and create a safe workplace.
