Discrimination in the workplace is a dangerous occurrence thing that can drag some businesses into a financial well where they can’t climb out. The purpose of a discrimination audit is to make sure that your business gets set up for success, instead of risking failure and possibly putting your employees and company in harm’s way.
Here are the steps any business should take to ensure they’re taking the steps necessary to keep the business safe for everyone.

How to Conduct a Workplace Discrimination Audit

Start At Hiring

Who do you hire?

This data isn’t hard information to find since your employee files should get heavily documented. If your company has hired only white men to do one line of work that can be completed by anyone capable, your company needs to check its hiring biases. Everyone capable of the open position should get a fair chance to be hired for it.

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How do you hire?

Do you offer a fair way for anyone to apply to work? Is the listing publicly available, or do you only hire people related to people who work for your company already? Ensure that your company makes it clear that it can hire anyone who fits the position, not just friends of friends.

What is the pay difference?

Is there a pay difference between two employees with the same capabilities who do similar jobs? Although companies don’t like it, most employees will bring up wages to each other eventually. An economic consulting firm may be able to help you dodge this bullet, but it’s better to be hands-on and work to avoid the problem altogether.

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Are there any current complaints?

Appoint someone who will handle complaints

There needs to be an employee, whether they work in human resources, or are a trusted supervisor, who can say their door is open to any complaints. This person has to be sensitive to the topic of discrimination and be capable of having serious conversations while showing the employees that they care. The worst thing that could happen is if an employee comes forward and gets ignored.

Monitor any displayed media

Keep an eye on any displayed media. Whether it’s framed pictures on desks, backgrounds on computers, or posters hanging around the office, make sure none of them have anything offensive or mean. Although some offices think an edgier vibe might boost the office’s morale, it’s more likely to make employees quit or complain. Your office is a place of work, make sure everyone is showing the same level of professionalism.

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Make sure there’s no retaliation

If a complaint gets brought to the attention of the company, make sure there is no retaliation or punishment brought against them. It can be difficult for employees to come forward with complaints, and by shutting them down early or making their jobs harder, you’re limiting their rights.

Use exit interviews

When employees do leave, whether it’s over a coworker, or they’re just making life changes, run an exit interview. It would be best if you asked employees why they’re going, and what they think can be done differently. You’ll get more honest criticism from someone leaving than you will from someone who knows they have to come back to the office the next day.