Racial and National Origin Discrimination: What Every Manager Needs to Know

Access this free video now and get the important information you need to keep your company safe from claims of racial and national origin discrimination. You’ll learn:

  • Three examples of racial and national origin discrimination and harassment that many supervisors would never spot
  • A formula for detecting illegal racial or national origin discrimination and harassment
  • Two simple questions you can ask to detect subtle discrimination or harassment that might otherwise have gone unnoticed

Why are we giving you all of this for free? Because it’s the best way we know to introduce you to a new approach to employment law compliance training.

Here’s how it works: Request your video on racial and national origin discrimination now and we’ll email you a user name and password that gives you instant access to the Employment Law Compliance & Human Resources Rapid Learning Centers. There you’ll find your free free racial and national origin discrimination video and a collection of other training resources for managers, supervisors and HR professionals. You’ll have unlimited trial access to this powerful library of e-learning modules, reports and fast-read articles.


More information for those who love the details …

Workplace discrimination: Not always easy to spot

Many instances of racial and national origin discrimination are easy to spot and managers can quickly address the problem and discipline the offending parties appropriately. Some cases, however, are not as obvious and managers may not be clear on what steps they can take to end the discriminatory behavior. Consider these three examples:

1. A white employee is about to marry and African-American woman. Most of his coworkers are happy for him but you overhear a few people making comments that they disapprove of interracial relationships. The comments are inflammatory and racist, and if they were made about an employee, you’d step in immediately. But the comments weren’t about an employee. They were about an employee’s fiancé. As a manager, can you really take action?

2. Another scenario: Another manager in your organization brings in a consultant a couple of days a week. One of your Hispanic workers complains to you that the consultant is saying some pretty harsh things about Mexicans and other foreigners. You ask the consultant to knock it off but the behavior continues. Can the employee claim workplace discrimination, even though the offending consultant doesn’t actually work for you?

3. One more: Three African-American women on your team are always at odds. One of them dresses in traditional business attire, while the other two wear their hair in braids and dress in “African-style” clothes and head kerchiefs. These two women harass the third for not being “black enough” and start withholding important files and information. Do you have a discrimination problem here?

All three of these actual cases ended in a racial or national origin discrimination lawsuit. The manager in each scenario failed to act decisively because they just didn’t fully understand the full scope of racial and national origin discrimination.

Find out how you can avoid making these costly mistakes by checking out the free video, “Racial and National Origin Discrimination: What Every Manager Needs to Know”

The formula for detecting illegal discrimination or harassment

Racial discrimination and harassment don’t always scream out: “Take care of me now or you’re in big trouble.” Sometimes it may be so subtle or indirect that a good manager will let it slip by without taking necessary action.

To help you avoid this trap, here’s a formula for detecting illegal racial or national origin discrimination and harassment – even when it’s not obvious:

The law requires that employers make employment decisions based on job-related factors. When employers make decisions that adversely affect the terms or conditions of employment based on an employee’s race, color or national origin, they violate employment discrimination laws. This could be something like preventing an employee from getting work done, making the work environment offensive or hostile, or just forcing an employee to alter the way he or she does the job.

And if an employer allows others to affect the terms or conditions of the victim’s employment by creating a hostile work environment based on the victim’s race, color or national origin, that’s unlawful too. If you see such behavior, put a stop to it as fast as you can.

It doesn’t matter whether it’s couched as a joke, doesn’t mention the victim by name, or is perpetrated by someone who isn’t an employee – it’s still unlawful.

And by the way, more employees are protected by the law than you might think. Even people of German and English origin have successfully sued for national-origin discrimination.

Access “Racial and National Origin Discrimination: What Every Manager Needs to Know” now and learn the best way to make sure workers aren’t putting your organization in danger of a discrimination lawsuit.

Two questions to help identify “not-so-obvious” racial or national origin discrimination

Now let’s talk about the two questions that will help you detect “not-so-obvious” instances of racial or national origin discrimination and harassment.

1. Does this person have the same chance of succeeding in his or her job as every other employee?
2. If not, are the barriers due to his or her race or national origin?

If the answer to the first question is “no” and the answer to the second question is “yes” – or even if you suspect it might be – you need to get to work right away to dismantle those barriers. Learn more in the free video Racial and National Origin Discrimination: What Every Manager Needs to Know.

To learn how to spot racial and national origin discrimination lawsuits with a simple two-question formula. Access your free video as part of a free trial to the Employment Law Compliance & Human Resources Rapid Learning Centers.

Sincerely,

Steve Meyer
Stephen Meyer
CEO, Rapid Learning Institute

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