Race, religion, gender, sexuality, age, or disability are some of the factors that can lead to discrimination.In order to avoid discrimination, it is important to have an inclusive and welcoming atmosphere.Equal opportunity policies are put in place in the workplace.If you rent or sell homes, make sure you don't accidentally include exclusive language or barriers.If you try more open and accepting practices, you can reduce your bias.
Step 1: It's a good idea to create an anti- discrimination policy.
Make sure your employees are aware of the consequences of their behavior.These rules can be put up in public places like a lunch room.All of your employees should receive an email as well.It is not acceptable to make jokes based on gender, sexuality, race, or religion in the workplace.Derogative language can be used based on age, disability, gender, religion, or sexuality.State that promotions, raises, and other opportunities will be decided on experience and skills, not on race, gender, sexuality, age, or religion.
Step 2: The anti-discrimination policy requires consequences for breaking it.
Write down the protocol for reporting harassment or discrimination in your workplace and post it near the rules.This will help employees understand what they have to do in order to report an incident.Anti- discrimination training, a workshop with HR, and temporary leave are some of the consequences.Make sure that employees know that discrimination will be included in their performance reviews.
Step 3: Job advertisements should appeal to a wide range of people.
It's important that job postings don't discourage people from applying.What skills are required for the job?It's a good idea to avoid singling out a particular age, gender, or lifestyle for your ideal candidate.Skills include years of experience, technical capability, or degree requirements.Discrimination can be considered when you state that the ideal job is for young people, retirees, men, U.S. citizens, or other groups.You should include a diversity and inclusion policy in your job advertisement.State that you are an equal opportunity workplace and do not discriminate based on gender, race, religion, ethnicity, or disability.
Step 4: All applicants need the same documents.
If the employee can provide their I-9 and other required documents for the job, do not investigate their job history.
Step 5: Don't handle accusations of discrimination lightly.
Refer someone who claims they are being discriminated against to your human resources officer.Write everything down when you interview the people who are causing the discrimination.If there is another incident, keep these records.If you are accused of being too sensitive, do not tell the person, they may need to be disciplined.If your business is too small for a dedicated HR position, appoint someone to be a contact officer, who is responsible for handling discrimination issues in addition to their normal duties.
Step 6: Yearly training on discrimination or harassment for staff.
Training may include sensitivity workshops, cross-cultural education, or an inclusivity seminar.At these meetings, be sure to remind your employees of the office's anti- discrimination policies.Topics of gender, race, LGBTQ+ status, size, disability, religion, and age should be included in training.
Step 7: You can make your workspace accessible.
All of your employees can reach and access the resources they need to complete their job.Different tools or resources may be required by people with physical or mental disabilities.The installation of a ramp at a retail location, a sit/stand desk for an employee with a chronic back problem, and the protection of an antagonizing person at board meetings help people with mobility issues, physical disabilities, or mental difficulties.If an employee wants to leave early for a doctor's appointment or work from home because of medical issues, it is best to give them the flexibility that they need.It may be time to talk to the employee about what's going on if the requests become extensive.
Step 8: A diverse group of people are represented in educational materials.
Material used in classes should show people from different races, religions and lifestyles.The materials will encourage children from different walks of life to participate.
Step 9: Students should be called randomly to avoid favoring one group over another.
Pick names out of a bowl or write their names on sticks if you want to avoid being seen as favoring certain students.Don't call them again until you've gone through all of the names.
Step 10: Accommodate students with disabilities.
If a student has an Individualized Education Plan, you must give them reasonable accommodations.Allowing them to use special devices in class, using a note taker, or giving the student more time to get between classes are examples of reasonable accommodations.You should make sure that your school has ramps, elevators, and other structures.If the child doesn't have an Individualized Education Program yet, work with them and their parents to create an accommodation plan that will help them succeed.There are claims of disability discrimination.
Step 11: Students should not be asked to be representatives of their race, religion or lifestyle.
Asking students to talk about their experience can be helpful, but singling them out can make them feel different.Students can talk about these issues on their own.They shouldn't be made a token representative of their background.
Step 12: Reports of discrimination should be handled quickly.
The student should not be told that they are being too sensitive.Talk to students who may have witnessed the problem.If possible, take action against the bully.The bully might be moved to a different class.You can offer sensitivity training to repeat offenders.
Step 13: If you are selling or renting a home, consider all applicants.
The Fair Housing Act of the U.S. prohibits discrimination when it comes to race, color, national origin, religion, sex, and family status.All applicants must be treated equally when advertising a home.
Step 14: The advertisement should focus on the property, not the tenant.
The size, amenities, and cost of the home should be included in the advertisement.The property has good qualities.If you list what you want in a tenant, it will be seen as exclusion of other types of people.Don't say that you would prefer young women to live in your home or not rent to students.It can be seen as discrimination if you use words like ideal for families or a perfect bachelor pad.
Step 15: The requirements should be the same for everyone.
You shouldn't ask someone for a higher deposit, credit score, or references than you do other applicants.This can be seen as discrimination.A tenant needs to know what requirements they need to fulfill.Don't ask a single person for more references if they are young and single.Ask the potential tenants to give the same number of references.If someone calls and asks about the home, make sure to give them the same information you give everyone else.Assumptions should not be made about them based on their name or accent.
Step 16: Tenants can be chosen based on their income, credit, and references.
Business factors should be considered when choosing a tenant.If you have the right income level and good credit, you can rent or sell the home.
Step 17: Make exceptions for certain tenants.
Special favors or benefits to certain tenants should not be done.Other tenants can argue that you prefer certain people if you give one tenant a month off of rent or lower their deposit.
Step 18: Don't use derogatory terms.
Accepting language is the first step to being open.You should pay attention to the terms that you use.Don't use racial, sexual, or religious slurs.Talk about disability, race, gender, age, etc. in appropriate language.The language preferences of most minority communities are very important to them.Don't be afraid to ask if a person prefers a particular language.When you're unsure of someone's gender, use gender-neutral terms like "partner" instead of "boyfriend" or "girlfriend" and "they" rather than "he or she."A friend from a certain group might say a derogatory term, which may make you think it's okay.This does not mean that it is acceptable for you to use that term.
Step 19: Listen to people explain their ideas.
Let them talk when someone else is talking.Don't interrupt them.Make sure they know that you appreciate what they say.Some groups of people are silenced, ignored or rejected because of their gender, race, religion, or identity.If you disagree with an idea, thank the person who gave it to you.If you repeat what people say, you will know you are listening.In a group setting, make sure that everyone has a chance to be heard.Say something like, "Thanks for your time" if one person is monopolizing the conversation.Let's hear from someone else.
Step 20: Don't assume someone's gender, sexuality, race, or nationality.
A person's appearance, voice, or clothing is not a good indicator of their identity.If they have specifically told you about you, you shouldn't make comments about their background.Don't ask someone what country they're from if you think they look like an immigrant.If someone wants you to use certain pronouns to refer to them, please respect their wishes.Ask politely if you're uncertain about something.Do you mind if I ask what terminology you prefer?
Step 21: Tell jokes that are not offensive.
It is not uncommon for humor to be taken at another person's expense.There are jokes that make fun of someone's race, gender, or sexuality.It doesn't mean that others will not find the joke offensive.
Step 22: Socialize with a lot of people.
It is possible to reduce your own biases by hanging out with a more diverse group of people.Try new things to meet people.You can volunteer for a charity.You can join a social justice club.If you want to learn a new skill, take a class.You can visit a house of worship.There is a cultural festival.Write to your international pen pal.