Discrimination reports in the workplace can be reported at any stage of employment. The U.S. Equal Employment Opportunity Commission (EEOC) prohibits workplace discrimination. Thus, employee need to be protected from unfair treatment.
Here is what to do when an employee reports an action that may constitute discrimination.
Listen to them
When your employee reports a discriminatory action, you should listen and be careful when asking questions. They should know you care and will protect them. It’s also important to take careful notes.
During reporting, your employee should provide you with in-depth details of the incident, including where it happened and the people who were present. This way, you may be able to get security camera footage to examine and get statements from witnesses.
It will be best to start this investigation right away. When you delay, the witnesses may not remember the events precisely. Further, the employee may presume you didn’t take their complaint seriously.
Nonetheless, you should be careful during the investigation. You need to keep the complaint confidential until you have enough information to take action against the accused, assuming the complaint was accurate.
Do not retaliate against the employee who reported discrimination
After an employee reports discrimination, you should protect the employee. Do not take actions that may be viewed as retaliation. The employee should know that you will observe the required procedures to provide a safe work environment for them.
Take disciplinary action
After gathering adequate evidence that supports the employee’s claim, you should take internal disciplinary action against the appropriate employee(s).
If an employee who has reported discrimination decides to file a claim against you, perhaps they feel you didn’t act as they expected, If that’s the case, it’s crucial to have legal guidance.