Discrimination is the unfair treatment of people based on protected characteristics, like age, gender, race, or sexual orientation. While this can have a significant effect on the individual’s mental health and well-being, it can have even more detrimental effects, particularly when the harassment occurs in the workplace.
A workplace is meant to be a safe environment where employees spend their time and complete their tasks. It should not be a space that people fear or dread. However, it was reported that more than half of US workers have experienced or witnessed workplace discrimination. This is a staggering statistic, showing that workers should know how to act if they witness discrimination.
In this post, you will learn what to do if you see discrimination at work, with the goal of creating a safer workplace.
Prioritize Safety
Intervening directly in a high-risk situation could make things much worse. It even has the potential to put you and/or others in emotional or physical danger, and this is why you must prioritize safety. A safe intervention will be the most effective, and this may mean acting as an “active bystander.” This means using alternative, safe strategies to support the person who is being targeted.
Before acting, assess the situation to determine if you can help safely and effectively. You can do this by remembering the “4 D’s” of safe bystander intervention – distract, delegate, document, and delay. This might result in you drawing attention away from the incident to defuse the situation, then reporting it to a manager or human resources (HR) representative. You should also document the incident, which will be discussed later, and check in with the individual who was targeted.
By following these steps, there will be less chance of escalation. A perpetrator who is directly confronted in the heat of the moment could turn to verbal aggression or violence. There would be the risk of facing victimization, particularly if you work in a toxic environment.
Document the Incident(s)
Although the target of discrimination should document their experiences, it is also a good idea to do so if you witness any incidents. Doing so can provide vital evidence to support a fair and impartial investigation when the discriminatory behavior has been reported. A detailed documentation of incidents will ensure a transparent process for all parties involved and serve as evidence if legal proceedings are initiated.
Key aspects to document include the incident’s details, such as the date, time, and location, the individuals involved, the actions taken, and any physical evidence. If other people witnessed the incident, you can also ask them for statements. It is vital to take these notes while the details are still fresh in your memory, as they will be more accurate. Therefore, you should do this as soon as possible.
You can use your notes as proof when documenting the discrimination, but you must consider the victim before doing so. Your colleague who experienced discrimination might not want to make a formal report, and their wishes should be respected.
Report the Discrimination
If the person who was targeted by the discriminatory behavior agrees to let you report the discrimination, then this should be your next step. Discrimination can have a more significant impact than targeting a single person; it can create a hostile atmosphere for witnesses in the workplace. Reporting the incident(s) that you have witnessed can help stop the harmful behavior and protect the victim from future harassment.
It may seem more effective to seek assistance from employment attorneys, such as those available from HKM in Bozeman MT, but this should be used as a last resort. Instead, begin with an informal approach by speaking with someone in a position of authority in your workplace, such as a manager. If this doesn’t resolve the issue, you can use your employer’s formal grievance procedure by writing a complaint.
External advice and support are available if you are unable to resolve the issue with your employer. For example, a neutral mediator could help those involved in the incident(s) to reach an agreement, avoiding legal action.
To conclude, even if you are not the victim of discrimination, you mustn’t be a passive bystander. After witnessing discrimination in the workplace, you must act accordingly by following the three steps outlined in this post.
