WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 1

Unconscious Bias Stereotypes and Microaggressions How to Prevent These Subtle Forms of Discrimination from Affecting Your Workplace

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 2

Table of Contents

2 Introduction

4 Unconscious Bias

6 Stereotypes

9 Microaggressions

11 Strategies for Prevention

bull InfluenceCompanyCulture

bullComplianceTraining

bullConductLawfulHiringDiscipline andPerformanceReviews

17 Conclusion

17 About Workplace Answers

Shelley

IntroductionIfthiswasthe1950sthelikelihoodofmewritingthise-bookwouldbedifficulttoimaginebecauseIamawomanWhileImayhavehadthesameskillsdriveandwritingportfolioasamalecounterpartitrsquosverylikelythise-bookwouldnrsquotbeauthoredbyShelley

Backthenitwascompletelyacceptableforabusinesstoadvertisethatwomenorminoritiescouldnrsquotapplyforcertainjobs

ThankfullyalothaschangedsincethenLawsareinplacetopreventdiscriminationandharassmentintheworkplaceandtheyareenforcedbytheEqualEmploy-mentOpportunityCommission(EEOC)Inthetimelineonthenextpageyoucanseethedifferentlawsandwhentheywerecreated

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3

EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination

Sowhatrsquoshappening

ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns

Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit

Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination

Timeline

1963 Equal Pay Act (EPA)Prohibitssex-basedwage

discriminationformen andwomen

1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder

1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations

1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin

1973 Rehabilitation ActProhibitsfederalagencies

fromdiscriminatingon thebasisofdisability

2008 Genetic Information Nondiscrimination Act

Makesitillegalto discriminatebasedon geneticinformation

aboutanindividualor theirfamilymembers

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 2

Table of Contents

2 Introduction

4 Unconscious Bias

6 Stereotypes

9 Microaggressions

11 Strategies for Prevention

bull InfluenceCompanyCulture

bullComplianceTraining

bullConductLawfulHiringDiscipline andPerformanceReviews

17 Conclusion

17 About Workplace Answers

Shelley

IntroductionIfthiswasthe1950sthelikelihoodofmewritingthise-bookwouldbedifficulttoimaginebecauseIamawomanWhileImayhavehadthesameskillsdriveandwritingportfolioasamalecounterpartitrsquosverylikelythise-bookwouldnrsquotbeauthoredbyShelley

Backthenitwascompletelyacceptableforabusinesstoadvertisethatwomenorminoritiescouldnrsquotapplyforcertainjobs

ThankfullyalothaschangedsincethenLawsareinplacetopreventdiscriminationandharassmentintheworkplaceandtheyareenforcedbytheEqualEmploy-mentOpportunityCommission(EEOC)Inthetimelineonthenextpageyoucanseethedifferentlawsandwhentheywerecreated

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3

EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination

Sowhatrsquoshappening

ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns

Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit

Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination

Timeline

1963 Equal Pay Act (EPA)Prohibitssex-basedwage

discriminationformen andwomen

1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder

1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations

1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin

1973 Rehabilitation ActProhibitsfederalagencies

fromdiscriminatingon thebasisofdisability

2008 Genetic Information Nondiscrimination Act

Makesitillegalto discriminatebasedon geneticinformation

aboutanindividualor theirfamilymembers

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 3

EvenwiththeselawsinplacetheEEOCreceivesthou-sandsofcomplaintseveryyearIn2015alonetherewere89385chargesofdiscriminationandcompaniespaidoutover$525milliontovictimsofworkplacediscrimination

Sowhatrsquoshappening

ThelawshavemadeexplicitdiscriminationmdashatleastagainstsomegroupsmdasheasiertofightHoweverdiscrim-inationhasnrsquotgoneawayInfactitrsquosoftenexpressedinmuchsubtlerwaysmakingissuessuchasunconsciousbiasstereotypesandmicroaggressionsthemorecom-monworkplaceconcerns

Anditrsquosthesesubtleformsofdiscriminationthatoftenputscompaniesatriskforalawsuit

Thegoodnewsistherearethingsyoucandotomiti-gateyourriskandwearegoingtotellyouaboutthreeofthemButfirstletrsquostalkalittlebitmoreaboutuncon-sciousbiasstereotypesandmicroaggressionsandhowtheycanbecomediscrimination

Timeline

1963 Equal Pay Act (EPA)Prohibitssex-basedwage

discriminationformen andwomen

1967 Age Discrimination in Employment Act (ADEA)Protectspeopleage40 andolder

1990 Americans with Disabilities Act (ADA)Prohibitsdiscrimination basedondisabilityand requiresemployersto makereasonable accommodations

1964 Title VII of the Civil Rights ActProtectspeoplefromdiscrimina-tionduetoracesex(including pregnancy)colorreligionandnationalorigin

1973 Rehabilitation ActProhibitsfederalagencies

fromdiscriminatingon thebasisofdisability

2008 Genetic Information Nondiscrimination Act

Makesitillegalto discriminatebasedon geneticinformation

aboutanindividualor theirfamilymembers

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 4

Unconscious Bias PicturethisYoursquorehiringanadministrativeassistantWhatdoesthepersonlooklikeDidyoualreadypicture awoman

Nowletrsquospretendyouworkataconsultingfirminanexpensivedowntownoffice

Theadministrativeassistantwillbethefirstperson clientsinteractwithonthephoneorinpersonYou postthejobandbothSheilaandBettyapplyThey areequallyqualifiedforthejobsoyousetthemboth upforaninterview

WhentheyarrivethisiswhattheylooklikeQuick withoutthinkingaboutanythingelsewhichoneof themiswhoyouwerepicturinginyourmind

MorethanlikelyyouautomaticallypicturedBetty Butwhy

ForaclientfacingpositionataprestigiousdowntowncompanyyouprobablythinkofanattractivethinyoungwomanmdashlikeBettySheilaisjustasqualifiedbutbecauseofherageandweightsheisnotwhatmanypeoplewouldpictureasthefaceofahigh-poweredcompany

Sheila

Betty

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5

Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen

NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations

SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees

MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability

Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin

EEOC v Resources for Human Development

Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000

CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo

ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 5

Anditrsquosunderstandablethatthismightbeyourfirstreac-tionbutthosethoughtsareactuallyunconsciousbiasesWeallhavetheminvoluntarycategoriesandstereotypesweusetotoassesspeoplesituationsandactionsmdashsuchasadministrativeassistantsbeingwomen

NowmanytimestheseunconsciousbiasesareharmlessbuttheycanbeamajorrisktoemployersasmoraleandproductivityissuesmdashoraslegalliabilitiesiftheyleadtodiscriminationandEEOCviolations

SheilamightnotfitthementalimageoftheapplicantforthejobbecauseofthewayshelooksSowhileyoumightnotrealizeityoucouldbeusinganunconsciousbiasmdashlikefrontfacingemployeesareattractiveandthinmdashtodiscriminateagainstwell-qualifiedemployees

MoreoverwhileappearanceisnrsquotspecificallylistedasaprotectedcategorytheEEOCandthecourtsarereach-ingbeyondtraditionalnarrowdefinitionstobroadenthemeaningofdiscriminationbasedonracesexreligioncoloranddisability

Asyoucanseefromthelawsuitonthenextpageif Sheilafilesacomplaintclaimingyoudiscriminatedagainstherbecauseofherweightmdashwhichinhercasemightbeaprotecteddisabilitymdashshecouldwin

EEOC v Resources for Human Development

Oneoftheguidingdiscriminationcasesrelatedtosevereobesityasadisabilitywasfiledin2010andset-tledin2012withResourcesforHumanDevelopmentatreatmentfacilityforchemicallydependentwomenpayinganemployeethatwasfired$125000

CommentingonthecaseEEOCGeneralCounsel DavidLopezstatedldquoAllpeoplewithadisabilitywhoarequalifiedfortheirpositionareprotectedfromun-lawfuldiscriminationSevereobesityisnoexceptionrdquo

ldquoAll people with a disability who are qualified for their position are protected from unlawful discrimination Severe obesity is no exceptionrdquo

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 6

StereotypesMostofusarefamiliarwithstereotypes(overlysimplifiedideasaboutaparticulartypeofpersonorgroupof people)Weknowthatitrsquosbadtomakejudgmentsor decisionsbasedonthemYeteveryoneoccasionallydoesit

MaybeyoursquovemadecommentsaboutsomeonersquosnaturalhairstyleoryoursquovejokedwithfriendsabouttechsupportinIndiaTheproblemisthattheseareharmfulstereo-typesaboutprotectedclasses

Unfortunatelyitrsquosnotalwayseasytorecognizestereo-typesespeciallywhenitrsquosaboutsomethingingrainedinourcultureandeverydaylivesmdashlikegenderstereotypes

Nowmostpeopleacceptthatwomenwearpantstoworkbutwhataboutmenwearingskirtsorcrying becausetheymadeamistakeThesearethingsweassociatewithwomenbecauseofagenderstereotypeItmightseemharmlessforanemployeetomakeajokeaboutamanbeingldquogirlyrdquobecausehecriedbutitrsquosnotmdashthankstoalandmarkdiscriminationcasefrom1989

Tiffany

Latisha

Rahul

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7

Ann Hopkins

The Landmark Case Price Waterhouse v Hopkins

AnnHopkinswasnominatedforapartnership

promotionattheaccountingfirmsheworkedat

becauseamongotherthingsshesuccessfully

completedaprojecttosecurea$25millioncontract

withtheDepartmentofState

ButHopkinspromotionwaspostponedforayear

AndwhenitwaspostponedasecondtimeHopkins

saidmetwithhersupervisorwhostatedsheneeded

toldquowalkmorefemininelytalkmorefemininely

dressmorefemininelywearmake-uphaveher

hairstyledandwearjewelryrdquo

Additionallycoworkersdescribedherasaggressive

foul-moutheddemandingandimpatientandmale

employeessaidtheywouldnotbecomfortablehaving

herastheirpartnerbecauseshedidnotacttheway

theybelievedawomanshould

Thenshefiledalawsuitstatingthattheaccounting

firmviolatedTitleVIIonthebasisofsexdiscrimination

Hopkinsclaimedthattheaccountingfirmdiscriminated

againstherwhenitdeniedherapromotionbasedon

thefactthatshedidnotconformtogenderstereotypes

Thecourtsagreedstatingthatanldquoemployerwho

actsonthebasisofabeliefthatawomancannot

beaggressiveorthatshemustnotbehasacted

onthebasisofgenderrdquo

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 7

Ann Hopkins

The Landmark Case Price Waterhouse v Hopkins

AnnHopkinswasnominatedforapartnership

promotionattheaccountingfirmsheworkedat

becauseamongotherthingsshesuccessfully

completedaprojecttosecurea$25millioncontract

withtheDepartmentofState

ButHopkinspromotionwaspostponedforayear

AndwhenitwaspostponedasecondtimeHopkins

saidmetwithhersupervisorwhostatedsheneeded

toldquowalkmorefemininelytalkmorefemininely

dressmorefemininelywearmake-uphaveher

hairstyledandwearjewelryrdquo

Additionallycoworkersdescribedherasaggressive

foul-moutheddemandingandimpatientandmale

employeessaidtheywouldnotbecomfortablehaving

herastheirpartnerbecauseshedidnotacttheway

theybelievedawomanshould

Thenshefiledalawsuitstatingthattheaccounting

firmviolatedTitleVIIonthebasisofsexdiscrimination

Hopkinsclaimedthattheaccountingfirmdiscriminated

againstherwhenitdeniedherapromotionbasedon

thefactthatshedidnotconformtogenderstereotypes

Thecourtsagreedstatingthatanldquoemployerwho

actsonthebasisofabeliefthatawomancannot

beaggressiveorthatshemustnotbehasacted

onthebasisofgenderrdquo

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 8

Lisa

Mark amp Simon

Seanrsquos Family

Thiscasepavedthewayforthetocourtsrecognize discriminationandharassmentagainstwomenmen andtransgenderemployeeswhenitrsquosbasedongenderstereotypes

InfacttheEEOCstatesthatitisillegalforanemployertodenyemploymentopportunitiesorpermitharassmentbecause

bull Awomandoesnotdressortalkinafemininemanner

bull Amandressesinaneffeminatemannerorenjoys apastimethatisassociatedwithwomen

bull Afemaleemployeedateswomeninsteadofmen

bull Amaleemployeeplanstomarryaman

bull Anemployeetransitionsfromfemaletomaleor maletofemale

Soforexampleeventhoughtransgenderemployeesarenotaprotectedclasstheycanstillfilealawsuitbasedongenderstereotypingmdashandwin

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 9

ldquoMICROAGGRESSIONSaretheeverydayverbal nonverbalandenvironmentalslightssnubs orinsultswhetherintentionalorunintentional whichcommunicatehostilederogatoryor negativemessagestotargetpersonsbased solelyupontheirmarginalizedgroupmembershiprdquo

mdash Derald Wing Sue PhD Columbia University Professor of Psychology and Education

Microaggressions Canyoutellwhatrsquoswrongwiththesestatements

ldquoWhen are you going to have children You know yoursquore not getting any youngerrdquo

ThiscouldsendthemessagethattherersquossomethingwrongwithpeoplewhodonrsquothavechildrenOrevenputsomeoneonthespotiftheyaredealingwithinfertilityissues

ldquoI think I have PTSD from that meetingrdquo

Itmakeslightofaseriousissuethataffectsmanydiffer-entgroupsofpeoplesuchasthosewhohaveservedinthemilitary

ldquoAt least you donrsquot look oldrdquo

Itmakestheassumptionthatbeingolderisabadthingandthatlookingyouthfulismorevaluable

Alsoeachofthesestatementsisamicroaggression

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 10

ldquoNo where are you really fromrdquo

ldquoDid you know the guy they arrestedrdquo

Sabeen

ldquoIrsquom surprised you speak English so wellrdquo

ldquoIsnrsquot it oppressive

to wear that on your headrdquo

ldquoYou arenrsquot like the other onesrdquoThe Story Sabeen Bilal A Muslim Woman

Bythemselvesthesestatements(microaggressions) arenrsquotnecessarilyseriousHoweveriftheykeep happeningovertimetheycaneasilyturninto harassmentordiscriminationmdashespeciallywhen directedataprotectedclass

ldquoHow can you believe in something so wrongrdquo

ldquoAt least we know

yoursquore not a terroristrdquo

ldquoIrsquom not even going to try to pronounce your namerdquo

ldquoI bet you have a hard time

getting on a planerdquo

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11

Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks

Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture

Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight

AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination

Create and Update Discrimination Policies

Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis

up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot

Encourage Employees to Offer Feedback

Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves

AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment

Will I be taken seriously

Will my manager think

Irsquom just being overly sensitive

Will my coworkers retaliate

against me for speaking up

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12

RIGHT WAY

MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood

TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit

BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring

Teach Employees to Communicate with Respect

Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample

BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting

WRONG WAY

MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood

TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit

BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones

To help you teach employees about your policies and how to communicate respectfully you can use online compliance training

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13

Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment

ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)

Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind

Does it Cover the Law

Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk

Is It Easy to Use

Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated

Is it Engaging

Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation

Is It Flexible

Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange

ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo

mdash Patricia A Wise labor and employment lawyer

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 11

Strategies for PreventionNowthatyouknowhowunconsciousbiasstereotypesandmicroaggressionscanturnintodiscriminationitrsquostimetotalkaboutthestepsyoucantaketomaintain compliancewithEEOClawsandreduceyourrisks

Influence Company Culture Employeesareoftenunawarethattheirunconscious biasesandrelianceonstereotypesareaffectingtheiractionsbecausetheseviewsareingrainedinourculture

Wearepronetolikepeoplethataresimilartousand toputthingsintocategoriessothattheyareeasierto understandForinstanceifyouarereviewingtwo resumesandyounoticethatoneofthecandidates wenttothesameuniversityyoudidyouaremorelikelytocasttheminapositivelight

AndwhileyoumightnothaveanypoweroverthewaypeopleactoutsideofworkyoudohavethepowertoinfluenceyourcompanyrsquoscultureHerearesomewaysyoucancreateacultureofrespectandhelptopreventdiscrimination

Create and Update Discrimination Policies

Ifyoudonrsquotalreadyhaveaformalizedanti-discriminationpolicyworkwithanexperiencedattorneytocreateoneAndifyoualreadyhaveonemakesureyourpolicyis

up-to-dateAlsostresstheimportanceofprofessionalconductandifyouneedtodefinewhatrsquosacceptable andwhatrsquosnot

Encourage Employees to Offer Feedback

Oneofthereasonspeopledonrsquotspeakupwhenthey experiencemicroaggressionsisbecausetheyareafraid Theymightaskthemselves

AcultureoffearandignoringproblemsiswhatmakesforahostileenvironmentIfyoucreateanopenculturewhereemployeesareencouragedtocommunicateandofferfeedbackyoursquollhaveabetterchanceofstoppingmicroaggressionsandpreventingunlawfulharassment

Will I be taken seriously

Will my manager think

Irsquom just being overly sensitive

Will my coworkers retaliate

against me for speaking up

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12

RIGHT WAY

MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood

TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit

BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring

Teach Employees to Communicate with Respect

Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample

BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting

WRONG WAY

MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood

TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit

BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones

To help you teach employees about your policies and how to communicate respectfully you can use online compliance training

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13

Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment

ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)

Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind

Does it Cover the Law

Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk

Is It Easy to Use

Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated

Is it Engaging

Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation

Is It Flexible

Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange

ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo

mdash Patricia A Wise labor and employment lawyer

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 12

RIGHT WAY

MariaIwasthinkingoforderingsome foodforthemeetingwhatsoundsgood

TinaWhydonrsquotwegetsomedesserts onecakeandanotheronethatrsquossugar-freesothateveryonecanenjoyit

BradWecouldalsodoapotluckstylelunchandeachbringfoodWhatdoes everyonewanttobring

Teach Employees to Communicate with Respect

Anotherwaytohelppreventdiscriminationandharass-mentistoteachemployeeshowtocommunicatewithrespectYoucanusescenariosthatshowthewrongwayandthenwhattodoinsteadHerersquosanexample

BradTinaandMariaarehavingaconversationaboutanupcomingteammeeting

WRONG WAY

MariaIwasthinkingoforderingsomefoodforthemeetingwhatsoundsgood

TinaCanwegetsomecakeIknowyoucanrsquothaveitbecauseofyourdiabetesorwhateverMariabuttherestofuswillstilleatit

BradHowaboutyoumakesometamalesMariaIknowyourfamilyisMexicansoyouprobablymakethebestones

To help you teach employees about your policies and how to communicate respectfully you can use online compliance training

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13

Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment

ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)

Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind

Does it Cover the Law

Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk

Is It Easy to Use

Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated

Is it Engaging

Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation

Is It Flexible

Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange

ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo

mdash Patricia A Wise labor and employment lawyer

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 13

Use Compliance Training Compliancetrainingisthenextsteptoreinforcea workplacecultureofrespectYouremployeesmustunderstandacceptableworkplacebehaviorandonlinetrainingisthebestwaytoteachthemItalsoshows yourcompanyrsquoscommitmenttomaintaininganinclusiveworkenvironment

ButnotallcompliancetrainingcoursesarethesameSomeareoutdated(pictureasexualharassmenttrainingvideofromthe1980s)ortheyarecompletelyineffective(imagineemployeeslaughingandsnickeringatthetraining)

Sowhenyouaredecidingonanonlinecompliancetrainingcourseherearesomethingstokeepinmind

Does it Cover the Law

Thefirstthingyouneedistrainingthatadequately addressesthelawYouwantittobeabletostandup incourtIfitrsquostoofocusedonentertainmentandnotenoughoneducatingemployeesyoursquovewastedtime andmoneyandworstofallyoursquorestillatrisk

Is It Easy to Use

Thatmeansemployeescancompletethecourseno mattertheirleveloftechnicalexpertiseItalsomeans thatthetrainingcanbequicklydeployedtoeveryone intheorganizationnomatterwheretheyrsquorelocated

Is it Engaging

Trainingthatrsquosfulloflegalesewillboreyouremployees andcausethemtostoppayingattentionWhatyouwant isengagingtrainingthatemployeescaninteractwith Forexampletheycanrelatetocasestudiesthinkaboutquizzesreadthroughmaterialsandplaygamesmdashalltoretaintheinformation

Is It Flexible

Youshouldhavetheoptionchoosefromoff-the-shelfcoursesButyoushouldalsobeabletopersonalizeor customizethecontenttomeetyourneedsForinstanceonlinetrainingthatrsquoscompletelyvideobasedishardif notalmostimpossibletochange

ldquoPreventionisthebesttooltoeliminateharassment intheworkplaceEmployersshouldtakestepsto preventharassmentandshouldclearlycommunicate toemployeesthatharassmentwillnotbetolerated Effectivemandatoryperiodictrainingwhether specificallyrequiredbylawornotisakeypart ofapreventionstrategyandcanbecriticaltoan employerrsquosdefenseagainstanyclaimofharassmentrdquo

mdash Patricia A Wise labor and employment lawyer

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 14

How Often is It Updated

LawschangeandthetrainingyouuseneedstoaddressthesechangesTheonlywaytodothatistomakesureitrsquosupdatedandrefreshedAgoodpolicyistoupdatethecontentabouteverytwoyears

Additional Compliance Training Considerations

Otherthingstoconsiderinclude

bull Doesyourcompanyneedtodelivertraininginmultiplelanguages

bull Howlongarethecourses

bull Doesthetrainingalignwithyourcompanyculture

bull Whocreatedthecontentandwhatistheirlevelofex-pertise

bull Howeasyisittodeployadministerandtrackemployeesuccessrates

AsyoucanseeonlinecompliancetrainingisanexcellentforpreventionstrategyAnotherwayyoucanprevent discriminationisintheinterviewingandhiringprocess

Conduct Lawful Hiring Discipline and Performance ReviewsHiring and Interviewing

Insomecasesarespectfulprofessionalcompanycultureandcompliancetrainingwonrsquothaveverymuchimpact onanemployeersquosbehaviorwhichiswhyitrsquosimportant tomakesureproblematiccandidatesdonrsquotbecome full-fledgedemployees

Additionallyyoursquollwanttopayattentiontoensure unconsciousbiasesandstereotypesdonrsquotinfluenceyourcandidatescreeningsandinterviewsYoucanaccomplishbothofthesegoalsbyadoptingthesebestpracticesinyourhiringandinterviewprocess

bullReviewandvetjobapplicationsandresumescarefully

bull Verifyjobdescriptionsdonrsquotuseanydiscriminatory language

bull Screenapplicationsandresumestoreduce unconsciousbias

bull Decidewhichteammemberswillconducttheinterviewsaheadoftime

bull Preparetheteammembersextensivelyfortheinterviews

bull Traininterviewershowtohandleillegalsubjectsiftheyariseintheinterviewprocess

bull Conductappropriatelegalbackgroundand referencechecks

bull Conductlegaljob-relatedpre-employmenttesting

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 15

Discipline and Performance Reviews

HiringisnrsquottheonlyareathatposesrisksWithretaliationbeingthemostoftencitedEEOCchargeyoualsohavetobecarefulnottoletunconsciousbiasesandstereotypesaffectthewayemployeesaredisciplinedorreviewed

Themajorityofmanagersandsupervisorsdonrsquotintention-allydiscriminateorretaliateagainstemployeesbuttheycouldbedoingitunconsciouslyTohelpthemunderstandandremovebiasesyoucanprovidetrainingandguidelinesonwhattodo

Herearesomeguidelinesthatshouldbefollowedwhendiscipliningemployees

bull Checkforharassmentdiscriminationandretaliation

bull Givethoroughdetailedfeedbackinalldocumentation

bull Documentthewhowhatwhenwhereandwhyof thesituation

bull Disciplinetheactionnottheperson

bull Makedocumentationobjectivenotsubjective

bull Usethejobdescriptiontocitespecificexamples ofperformancedeficiency

bull Gettheemployeersquossignatureorequivalentonthe documentation

Robynrsquos Interview

Brianrsquos Feedback

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16

Andhereareguidelinestofollowwhenconducting performancereviews

bull Checkforharassmentdiscriminationandretaliation

bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview

bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes

bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations

bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank

bull Askopen-endedquestionsfocusedonemployeegoalsandneeds

Jimrsquos DocumentationAnnarsquos Examples

Carlarsquos Review

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17

ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk

Thestrategieswersquovelaidout

bull Creatingacultureofrespect

bull Usingonlinecompliancetraining

bull Conductinglawfulhiringdisciplineand performancereviews

Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace

About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce

WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace

AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 16

Andhereareguidelinestofollowwhenconducting performancereviews

bull Checkforharassmentdiscriminationandretaliation

bull Preparethroughouttheyeartoallowenoughtimeto puttogetherathoughtfulreview

bull Double-checkthedatatomakesurethatdetailsin performancereviewsarebasedonsupportablefactsfromemailornotes

bull Shareweeklyormonthlyfeedbackwithemployees toavoidsurprisesituations

bull Citejob-relatedexamplesofperformancedeficienciesanddonrsquotleaveweaknessesblank

bull Askopen-endedquestionsfocusedonemployeegoalsandneeds

Jimrsquos DocumentationAnnarsquos Examples

Carlarsquos Review

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17

ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk

Thestrategieswersquovelaidout

bull Creatingacultureofrespect

bull Usingonlinecompliancetraining

bull Conductinglawfulhiringdisciplineand performancereviews

Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace

About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce

WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace

AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 17

ConclusionArmedwiththeknowledgeofhowunconsciousbiasesstereotypesandmicroaggressionscanleadtodiscrimina-tionyoucannowtakethenextstepanddosomething toreduceyourcompanyrsquosrisk

Thestrategieswersquovelaidout

bull Creatingacultureofrespect

bull Usingonlinecompliancetraining

bull Conductinglawfulhiringdisciplineand performancereviews

Canbeusedtocreateaneffectiveprogramthatsupportsallyouremployeesmdashfromentry-leveltoexecutivemanag-ersmdashastheylearnhowtocommunicatewithrespectandeliminatesubtleformsofdiscriminationfromtheworkplace

About Workplace AnswersDedicatedtotheprinciplethatemployeesareany organizationrsquosmostvaluableresourceWorkplaceAnswershasdevelopedinteractiveonlinetrainingresourcesthatareeasilydeployedsimpletouseandhighlyeffectiveineducatinganorganizationrsquosworkforce

WorkplaceAnswerswasfoundedin1997onthepremisethatorganizationsneededanewapproachforworkplaceharassmentdiversityanddiscriminationtrainingEducat-ingtheworkforceaboutthefineraspectsofemploymentlawisnolongerjustagoodHRpracticebutanecessity tobuildanethicaldiverseandfairworkplace

AtWorkplaceAnswersweblenddeepcontentexpertisewithahigh-touchclientservicemodelsoyoucanfocusmanagementattentiononrunningyourcorebusiness

WORKPLACE ANSWERS LLC I WWWWORKPLACEANSWERSCOM I (866) 861-4410 18

Thank you