Discrimination Training Examples: 6 Common Types
Discrimination training examples are usually the precedents that organizations use to help employees understand discrimination and how to curb it to improve productivity and reduce employee turnover.
Workplace discrimination frequently occurs due to racial, gender, ethnic, social backgrounds, or other disparities. In addition, conflicts among co-workers are common due to dissimilarities in caste, age, skin color, or social status. It is where discrimination training in a workplace comes in. Workplace discrimination training is a vital element that helps identify and battle workplace harassment and prejudice and promotes a culture of morality, respect, and inclusiveness.
Workplace Discrimination: A Brief Overview
Discrimination in the workplace occurs when an individual or a group of individuals get unfair or unequal treatment because of their specific characteristics. These protected attributes include ethnicity, race, gender identity, disability, age, sexual orientation, national origin, or religious beliefs. In addition, workplace discrimination can happen between job applicants, co-workers, or employees and their supervisors.
Whether intentionally or incidentally, prejudice, regardless of intention, is unlawful. So we can say that you might be violating the law if you handle a person differently because they have distinguishable traits than other members. Some of the prevalent types of discrimination in a workplace are as follows:
- Direct Discrimination: It is deliberate due to prejudice towards caste, race, gender, etc.
- Indirect Discrimination: It is involuntary most of the time. It occurs when a regulation or business policy that applies to all employees becomes disadvantageous for some people.
- Victimization: It occurs when any person raises a query or provide proof linked to an allegation of prejudices
- Harassment: Disregarding a person's dignity by asking someone unsuitable questions or gossiping
Some Common Discrimination Training Examples
Here are some prevalent discrimination examples you must incorporate in your workplace training.
- Discrimination based on religion
Business leaders remain prohibited from discriminating against workers based upon their religious convictions. In addition, companies must make appropriate accommodations for an employee's spiritual beliefs if doing so does not have a substantially detrimental effect on the company.
- Discrimination based on sex and gender
Every organization must pay women and men equally for equal work, as per the Equal Pay Act of 1963 when the positions are equivalent. In addition, discrimination based on sex and gender likewise remains forbidden under Title VII of the Civil Rights Act. In other terms, it is against the law for businesses to pay men and women different payments depending on their sex or gender.
- Discrimination based on age
In the United States, age prejudice remains forbidden. Businesses are banned from mentioning an age bias in job advertisements, with a few anomalies. Furthermore, employees must get the same bonuses regardless of age, with the caveat that extra advantages for young employees must cost the same as reduced advantages for senior employees. Age prejudice in training or apprenticeship programs is also forbidden.
- Discrimination based on sexual orientation
In a workplace, employers usually mistreat others because of their sexual preferences. Thus, it is essential to acknowledge that when your employees feel safe to voice their sexual orientation, they remain comfortable in the organization. So this is one of the perfect discrimination training examples that everyone should respect each other regardless of their sexual orientation.
- Discrimination based on qualification
Organizations with employees of diverse levels of education do not imply they have a lower standard. This diversity signifies the company concentrates on what they require. It indicates they allow individuals who may be the perfect new employees because of their job aptitudes for their company.
- Discrimination based on disabilities
ADA (Americans With Disabilities Act), 1990 makes it illegal to differentiate based on disability against qualified job applicants or employees.
Companies cannot refuse to hire differently-abled applicants or punish disabled employees solely because of their disability. On almost the exact principles as the Americans With Disabilities Act, the Rehabilitation Act of 1973 prohibits prejudice in national employment.
Top Advantages of Conducting Diversity Training in an Organization
When your organization is free of prejudice, you can benefit from improved productivity and enjoy a delighted work environment. Here are some top advantages of conducting regular workplace discrimination training.
- Better gender equality in a company
A workplace that does not differentiate between male and female employees draws qualified individuals, boosts retention, and enhances business reputation. In addition, it assists in bringing diverse opinions and understandings, making problem-solving, and making company decisions more effortless.
- Fair Work Environment
According to research, employees love to work in organizations with a fair work culture. The happier and more bias-free the workplace setting is, employees can give 100% to their job. Thus, in a bias-free organization, employee dedication is always best.
- Decreased absenteeism
Organizations where employees are treated well and esteemed regardless of their caste, gender, color, etc., always come to the workplace stress-free. It lowers the risk of job delays and project failures.
- Cooperation between employees brings profit
When employees are friendly with one another in a workplace, they collaborate during group assignments better. Now, this not only benefits to complete the job quickly but the quality of service enhances too.
- Business reputation increases
When workplace wrongdoing, disputes, conflicts, etc., reduces, the company's reputation increases. Furthermore, this helps companies attract quality workers and improve the financial future.
What are Some Measures to Limit Workplace Discrimination?
Below are some measures you can follow to limit discrimination instances in the workplace.
- Create a written policy that specifies procedures and rules
Workplace anti-discrimination procedures can differ widely depending on their nature and culture. However, it is essential to emphasize the employee’s right to operate in a professional environment, where their aptitudes, capabilities, and understanding are the most significant elements in their success.
Your business employment policy should have zero tolerance for any form of prejudice and harassment. So to ensure there are no instances of harassment in a workplace, encourage your employees to come ahead and participate in the investigation, ensuring they will remain secret (to a suitable extent) and individuals who make complaints will stay protected at all moments.
- Set a procedure for settling discrimination matters
Any worker who feels they have been differentiated against or treated adversely should report the matter to the human resource manager, their direct manager, supervisor, or administrator, and should feel comfortable when doing so.
In these circumstances, all organizations must remain consistent in handling problems through a reasonable and fair inquiry even if your company is not in legal trouble. It will exhibit your businesses’ anticipations of equal and equitable treatment among all workers. In addition, resolving workplace prejudice problems promptly should be a priority as otherwise, credibility and trust may get lost.
- Reduce prejudice in your hiring process
Unconscious prejudices are stereotypes that we unintentionally have retained. They can influence a person's conduct and perception of others. It is a problem that many businesses may not have in mind, but an extensive body of analysis indicates that the hiring process remains unfair and biased.
This can hinder diversity, promotion, recruiting, and retention measures. Furthermore, awareness training is the initial step to unraveling unconscious prejudice in the workplace, as it lets employees realize that everyone has them and determine their own.
The Bottom Line
Creating a work atmosphere free of prejudice and harassment by conducting timely discrimination training is not an effortless job. So you must put in all measures to eradicate as many gray areas as attainable. Also, as a business owner, building a friendly and affirmative work environment should be among your top prerogatives if you want to bring productive and delighted employees to your workplace.