Arguably, the ideal way to handle workplace discrimination is to prevent it from happening in the first place. In many instances, an anti-discrimination and harassment policy stops would-be harassers from acting on their impulses.
Workplace policies are a big deal in the 21st century. Without them, employees, including managers and supervisors, have free rein to treat staff members however they please. Unfortunately, many businesses and companies lack effective anti-discrimination policies, leaving you, the worker, open to harassment and mistreatment.
What to look for in your employer’s anti-discrimination policy
Some businesses have anti-discrimination policies that are outdated by years or decades. If you are experiencing discrimination or harassment (a form of discrimination under Ohio law), take a fresh look at the company’s anti-discrimination policy. Effective policies typically contain provisions or clauses like the ones listed below:
- Clear definitions of prohibited conduct or actions
- Explanations of the complaint process
- Details on how to report unwanted conduct (there should be more than one impartial way to report mistreatment)
- Steps mistreated workers should take immediately after the misconduct occurs
- Addresses unwanted behaviors of non-employee associates (vendors, etc.) in the policy
- Details about the corrective measures available for workplace discrimination
- Assertions that the company will not tolerate retaliation following a harassment or discrimination report
Having a proper anti-discrimination policy is one thing, but your employer must follow through on the commitments outlined in the policy. If your employer ignores the matter or fails to take action, you might need outside assistance to find a resolution.
After reporting misconduct and getting no help from your employer, consider learning more about occupational discrimination and harassment. Doing so can lay the groundwork for any legal action you pursue to resolve your situation.