Quick Tips for Businesses to Help Prevent Discrimination

Look at the facts, not the faces. - Race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age or genetic information (including family medical history) should NOT be a factor when you hire, fire, promote, pay, train, discipline or make other work-related decisions.

Provide reasonable accommodations (changes to the way things are normally done at work) to applicants or employees who need them for medical or religious reasons, or because of pregnancy, childbirth, or related medical conditions, if required by law. - A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment-related, and law often mandates them.

Develop a strong anti-discrimination policy before discrimination becomes a problem. Things to consider when creating a policy:

State that discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age or genetic information (including family medical history) is illegal and will not be tolerated. Provide definitions and examples of prohibited conduct, as needed.
State that you will provide reasonable accommodations (changes to the way things are normally done at work) to applicants and employees who need them for medical or religious reasons, as required by law.
Explain how employees can report discrimination.
If possible, designate more than one person to receive and respond to discrimination complaints or questions.
Consider permitting employees to report discrimination to any manager.
State that employees will not be punished for reporting discrimination, participating in a discrimination investigation or lawsuit or opposing discrimination.
State that you will protect the confidentiality of employees who report discrimination or participate in a discrimination investigation, to the greatest possible extent.
Require managers and other employees with human resources responsibilities to respond appropriately to discrimination or to report it to individuals who are authorized to respond.
Provide for prompt, thorough and impartial investigation of complaints.
Provide for prompt and effective corrective and preventative action when necessary.
Consider requiring that employees who file internal complaints be notified about the status of their complaint, the results of the investigation and any corrective and preventative action taken.
Describe the consequences of violating the non-discrimination policy.

Develop a strong anti-harassment policy before discrimination becomes a problem. Things to consider when creating a policy:

State that harassment based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age or genetic information (including family medical history) is illegal and will not be tolerated. Provide definitions and examples of prohibited conduct.
Explain how employees can report harassment.
If possible, designate at least one person outside an employee's chain of command who can receive harassment complaints.
Consider permitting employees to report harassment to any manager.
State that you will protect the confidentiality of employees who report harassment or participate in a harassment investigation, to the greatest possible extent.
State that employees will not be punished for reporting harassment or participating in a harassment investigation or lawsuit.
Require managers and other employees with human resources responsibilities to respond appropriately to harassment or to report it to individuals who are authorized to respond.
Provide for prompt, thorough and impartial investigation of harassment complaints.
Provide for prompt and effective corrective and preventative action when necessary.
Consider requiring that employees who file internal complaints be notified about the status of their complaint, the results of the investigation and any corrective and preventative action taken.
Describe the consequences of violating the harassment policy.

Ensure that employees understand their rights and responsibilities at work.

Ensure that employees are not punished for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination.

Post an EEO poster at your business

Contact MCCR to request assistance, information or training.