We’d all like to think that in the 21st century, our workplaces are much safer and more pleasant places for all, than they used to be.
Culturally and legally, discriminatory behaviour is no longer tolerated (although that doesn’t mean it doesn’t happen) and younger employees in particular are not shy to call out actions they regard as unacceptable. With the rise of social media, no business can afford to be outed as a “toxic” workplace – whether that’s due to bullying, sexism or any other type of harassment or discrimination. But despite the obvious risks of reputational and commercial damage, there are still too many examples of discrimination and harassment at work.
Many employers invest significant resources in staff training, DEI initiatives and HR legal compliance. Although, as we have seen recently in the USA following the election of President Trump, some are starting to question the value of DEI programs. But while there’s a greater social awareness of issues around sexual harassment and discrimination, maternity rights, equal pay and female representation at leadership levels, we should beware the rose-tinted spectacles!
Sadly, there are still plenty of everyday examples of unlawful discrimination out there. So, while you may hope that it couldn’t happen in your business, don’t be complacent – building and maintaining a good workplace culture takes engagement and vigilance.
Take our quiz to see if you recognise any of the behaviours below?
Which of the following scenarios could be discrimination?
- Asking an interview candidate if they plan on having children? Does it make a difference if they’re male or female?
- Asking an interview candidate how they would balance the requirements of the job with looking after children?
- Not inviting an employee who is on maternity leave to the Christmas party. Does it make a difference if it’s because you didn’t want to bother them?
- Not forwarding company-wide emails about workforce changes to an employee on parental leave.
- Selecting an employee for redundancy while they are on maternity leave.
- Having a policy which says all senior roles must be full-time.
- Having a bonus requirement which assesses “commitment” and considers how much they WFH or how much client entertaining a person does.
- Failing to offer to an employee who works part-time, training because they aren’t in the office on the right days.
- Not promoting an employee to a leadership role because they work part time and therefore are not “visible” enough.
ANSWER
All of the above could be regarded as some type of discrimination (regardless of the gender of the subject or the motive for the treatment).
Can we help?
We can help you review and amend your people policies and procedures and advise on implementing practical changes to ensure you remain compliant and mitigate legal risk. We also offer extensive training options to help build and maintain a positive workforce culture.
