Businesses should have strict anti-discrimination policies. You need to create a safe workplace for your employees – no one should be treated unfairly by their colleagues or seniors. In addition, you should encourage everyone to come forward when they believe they have experienced discrimination.
Here is what to do when this happens.
Listen to the case
When an employee reports a discrimination case, listen attentively, and if possible, write down crucial details. How you act during this meeting is important and can determine the case’s direction. Being in a hurry may make them feel like you are not paying attention to the case. You need adequate time to listen to the whole story and ask questions.
Talk to the accused
After the complaint is made, you should talk to the accuser. The chances are they won’t take responsibility, but doing this allows you to obtain more information for your investigation.
You should investigate the case to make an appropriate verdict. Thus, get witness statements from people present when the act occurred. You should also watch video footage if cameras are available in the location. Going through emails, clocking records and notes from meetings may also provide you with relevant information.
It’s crucial to start the investigation sooner to prevent the loss of vital evidence. Delaying the investigation may also make the employee feel like you didn’t take the complaint seriously.
Once you have adequate information about the case, you can take internal action or involve law enforcement if necessary.
You should be proactive when an employee makes a discrimination complaint. However, if the complaint is against you or they believe you didn’t take it seriously and are considering other options, it may be time to get legal guidance.