Racism has no place in society and certainly not in the workplace. When racism does enter the workplace, the affect company can be assured that their entire processes will suffer as well as unintentionally foster an attitude amongst their employees of distrust, tension, and overall negativity.
Racism should be avoided at all times by all people for obvious reasons, but the attitudes of prejudice based on a person's race should especially be avoided by companies and corporations. The failure to prevent racism in the workplace will lead to the degradation of the company at large and, more importantly, to individuals who work within the company.
For those individuals who feel that they have been victims of sexual harassment in the work place, it is often difficult to know how to proceed or how to cope with the harassment that has been suffered.
For these people, it is vitally important that they understand completely what actions and steps they should take to protect themselves and others from sexual harassment in the work place. And the very first step in dealing with sexual harassment at work is to not ignore the harassing actions of others.
An important thing to consider when a conflict ensues is how important the issue really is. Is it something that needs to be argued and is critical to your job performance? Or, is it one-time incident where emotions have gotten a little out of hand. If the issue is important, try and turn the conflict into something constructive rather than personal. If it is trivial and insignificant, treat is as such and move on.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
Once a specific document outlining the company's stance on racism in the workplace has been drafted and disseminated, and once regular compliance training seminars are enacted company-wide, then the company can take even more steps to ensure that they are preventing racism from entering their workplace. One such area that a company can take more steps in to ensure that they stop racism from entering their company is in the hiring process.
Each company hires those who they feel will perform the tasks needed with the best results, but this does not meant that companies should overlook the character of the persons they are hiring. During the interview process, a hiring manager can determine if the potential future employee will be a contributing member of the team or if they may hold prejudices against certain races or ethnicities.
If, however, there is any conduct by others that makes a person feel uncomfortable at work or sexually threatened in any way, these people should not hesitate to notify and work with their superiors in finding a solution. The most important aspect of dealing with sexual harassment at work is reporting the conduct and working with others to solve the problems.
Racism should be avoided at all times by all people for obvious reasons, but the attitudes of prejudice based on a person's race should especially be avoided by companies and corporations. The failure to prevent racism in the workplace will lead to the degradation of the company at large and, more importantly, to individuals who work within the company.
For those individuals who feel that they have been victims of sexual harassment in the work place, it is often difficult to know how to proceed or how to cope with the harassment that has been suffered.
For these people, it is vitally important that they understand completely what actions and steps they should take to protect themselves and others from sexual harassment in the work place. And the very first step in dealing with sexual harassment at work is to not ignore the harassing actions of others.
An important thing to consider when a conflict ensues is how important the issue really is. Is it something that needs to be argued and is critical to your job performance? Or, is it one-time incident where emotions have gotten a little out of hand. If the issue is important, try and turn the conflict into something constructive rather than personal. If it is trivial and insignificant, treat is as such and move on.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
Once a specific document outlining the company's stance on racism in the workplace has been drafted and disseminated, and once regular compliance training seminars are enacted company-wide, then the company can take even more steps to ensure that they are preventing racism from entering their workplace. One such area that a company can take more steps in to ensure that they stop racism from entering their company is in the hiring process.
Each company hires those who they feel will perform the tasks needed with the best results, but this does not meant that companies should overlook the character of the persons they are hiring. During the interview process, a hiring manager can determine if the potential future employee will be a contributing member of the team or if they may hold prejudices against certain races or ethnicities.
If, however, there is any conduct by others that makes a person feel uncomfortable at work or sexually threatened in any way, these people should not hesitate to notify and work with their superiors in finding a solution. The most important aspect of dealing with sexual harassment at work is reporting the conduct and working with others to solve the problems.
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