The workplace is where American workers can expect to spend at least a third of their day. Eight hours with co-workers and bosses is strictly regulated by the federal government to prevent discrimination in any form. Below are the top five claims of bias in the workplace.
Almost half of workplace discrimination claims filed alleged that someone was making it personal. No one wants to be told on in grade school. Adults in the workforce may not have left their primary school tendencies with naps and swing sets. If an employee initiates a claim against a manager or a co-worker, it should be expected that a complaint would be dealt with fairly without fears of repercussions. A worker cannot be demoted or fired because they filed a claim or participated in testifying. In a perfect world, the higher-ups would deal with the matter fairly; however, this is not the case given the high number of retaliation claims. Interpersonal conflicts are of concern as bad behavior can bring down an agency or corporation. If a worker files a complaint against a manager and it is placed in their personal file to be referenced when applying for promotions, it is deemed to be retaliation.
America is experiencing a surge in media coverage of racial tension. It has existed for generations and is making strides to be ameliorated. Discrimination based on race involves skin color, hair texture, and facial features. Workers cannot be fired, have decreased pay, or be devalued in any way based on their race. Slurs, hateful symbols, and or derogatory remarks become a problem when they become consistent and create a hostile work environment. McDonald has had ten African-American workers file a claim against the organization in 2015 after a franchise owner who described them with offensive adjectives demoted them. The case is ongoing.
Wounded veterans and those born with physical challenges may experience overt discrimination during the hiring process. Reasonable accommodations are legally expected to allow workers with physical challenges the right to sustain a livelihood unless it is cost prohibitive. If a worker is physically challenged and needs an elevator to be mobile in the work area, an employer that does not have the means to provide one cannot be accused of discrimination. Business insurance can address injuries that result in the workplace such as with equipment or related injury. These can also include workers with cancer, ADD, and other impairments that hold them back for hiring, promotion, or gainful employment.
The workforce regularly preaches against harassment. Belittling someone for his or her gender or sexual orientation is discrimination. In recent years, transphobia and transgender discrimination has also come to the forefront. Making someone a consistent target for jokes or withholding promotions and/or benefits is biased based. Be sensitive to the issues surrounding gender, both born and preferred to prevent a claim of this nature.
Retirement age was once declared at sixty-five. A worker could expect to put in their years and receive a gold watch before enjoying their golden years. Social Security benefits have been under duress resulting in the workforce becoming older. Seniors may have costs such as home insurance or acquiring guardianship over grandchildren who are putting a financial strain on their retirement savings. Some employers prefer younger workers as they are perceived to be malleable and may have more working years ahead of them. An additional concern with hiring senior workers is the construct of their pensions as well as retirement benefits.
Discrimination is a serious matter in the workforce. Avoid perceived retaliation. Bias based on skin color or facial characteristics is unlawful. Provide reasonable accommodations for those with physical challenges. Be sensitive to issues centered on gender and sexual orientations. Finally, be aware that senior workers are valuable and should receive the same possibility of advancement or security as their younger co-workers.