Employers and company owners should take all steps necessary to help prevent gender discrimination from happening in the workplace. Despite the increased awareness about this form of unfair treatment, it can still easily happen between coworkers, supervisors, clients, or the general public. If you believe gender discrimination has happened to you, we recommend consulting with an attorney, like an employment litigation lawyer in Washington, DC from Eric Siegel Law, for guidance. We understand just how serious, yet fragile such a situation can be for the victim. It is not unheard of for the victim to worry about punishment, or being shunned by coworkers for reporting a discrimination issue.
In this article we have covered some tips on how to help lessen the chances of gender discrimination happening in your work environment.
- Your employer can establish a clear and straightforward company wide policy regarding gender discrimination.
- Avoid making statements regarding stereotypical male or female roles (for example: the husband being the breadwinner and the wife being a homemaker).
- Setting up a mandatory training for employees about gender discrimination.
- Letting employees know how to go about submitting a complaint without fear of consequences from supervisory or management.
- Conducting pay wage audits to address any pay discrepancies.
- Emphasizing and promoting open communication, so employees feel more comfortable coming forward.
- Discussing with an employee the reasons behind promotion or raise decisions, (so they do not leave feeling confused).
- Making an effort to hire a work team that is diverse.
- Responding with promptness and professionalism when a report of gender discrimination is filed.
- Not treating an employee differently for filing a complaint, whether it proved to be true or not.
What To Do After Receiving a Complaint
If you are a member of the supervisory team, it is important to respond right away to a complaint regarding gender discrimination. Taking too long to investigate and find a resolution for the issue can be viewed as negligence and not taking a report seriously. Most often, a human resources professional who has experience in dealing with discrimination can look into the issue further. Depending on how severe the incident was, outside counsel may be needed. Interviews and a review of the evidence must be performed with diligence and rapt attention to detail. Do consider confidentiality and let the employee who filed the complaint know that all attempts to keep the complaint private will be taken. Talking with other people about the report should be strictly on a need to know only basis.
Law firms believe in equal treatment for all people. You should not have to be the target of, or the witness to, gender discrimination in the workplace. They can help you handle the situation in a way that makes you feel most comfortable. Do keep in mind that the perpetrator should be held accountable for their unlawful actions. And you reporting gender discrimination can help prevent it from happening again to others in the future. Remember that you are not alone in this, a lawyer can help.
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