A federal employee who experiences consistent discrimination at work because of their race may decide to see a federal employment attorney richmond va after being disregarded in their HR department. However, even if they win the case, the circumstances that lead to their discrimination still remain. That is why employers must do something to eliminate racial discrimination in the workplace. Here are some important suggestions:
Reviewing the Recruitment Policy
Discrimination could begin before possible workers submit an application. Your organization should try to expand its hiring pool to reach more diverse candidates. Also, job descriptions must be phrased neutrally to only address position skills and requirements. A federal agency can use applicant tracking systems to narrow their applicants down to only those who have the right qualifications. this can minimize racial bias that hiring managers may harbor regarding the name of the applicant.
Creating a Written Policy that Defines Rules and Procedures
Every employee handbook should include a policy on discrimination that employees get and sign an acknowledgment of receipt. The policy must cover a broad range of possible discriminatory acts and include a protocol that outlines how discrimination complaints should be submitted, handled, and resolved.
Developing a Consistent Process to Resolve Discrimination Issues
Even if a federal agency is not in legal jeopardy, it has to resolve issues quickly and fairly. A lingering workplace discrimination problem can result in losing trust and credibility with employees. By being consistent in how the agency addresses and resolves issues, it can show that it expects everybody to be treated fairly and by the same standards regarding discrimination. The resolution process should fit the size of the agency.
Educating Employees on their Role to Prevent Discrimination
Federal employers must regularly conduct anti-discrimination training programs. Employees should be made aware of their policies and procedures as well as how to report allegations. Also, they must conduct a separate or enhanced program for supervisory or managerial employees because they are usually the first line of defense in preventing discrimination at work.
Establish Space for Difficult Conversations
If a federal organization fails to create a safe space for employees to have difficult conversations such as those concerning race, it may bungle in resolving problems in a way that makes workers of color feel seen and heard. In this type of setting, federal employees may feel they are possibly at risk of losing their jobs when they speak about discrimination. This can result in them further experiencing discrimination and the psychological effects that come with it.