Workplace Discrimination Training for Managers.

 Introduction: 

What is workplace discrimination? It is a type of discrimination where an employee is treated adversely because of age, religion, skin color, etc. Discrimination can be deliberate or involuntary. In both cases, the person involved should be held liable. Discrimination training is now a significant part of an organization as they are getting more aware of the consequences of not having a robust anti-discrimination program. Most managers are concerned when faced with complaints of discrimination at the workplace. Managers should be flexible enough to know how to deal with such situations.

The following training all the managers must be receiving to handle such cases:

 

1) Complaint recognition training:

       Managers must understand what constitutes a complaint as well as how to listen to and respond to employees. They must learn to discern when employees believe they are being treated unfairly because they are members of a protected group. For instance, managers should pay attention when they hear an employee say something like, "I feel I'm being treated in such a way because I belong to the LGBTQ community." They have a legal obligation to examine employee complaints regarding alleged discriminatory practices; they must be able to recognize these terms and understand their duty to alert the proper person about the complaint. 

2) Training through group activities: 

                 Apart from academic education, we should train managers to think on their feet in difficult circumstances. Issues of discrimination can often be more subtle than we know, for example, how promotions are granted, who's working at the top level and bottom level, how people are assigned in a group project. At the end of the training, a small group discussion, question and answer session or roleplay activities should be held. Also, a manager should inform HR when they have a situation they are unsure about. 

3) Pregnancy discrimination training:

               Employers place a high focus on avoiding pregnancy discrimination in the workplace. When an employee informs a manager about her pregnancy, he must be trained enough to respond mindfully as well as respectfully. He should offer her support and assure her that, if necessary, he would make fair arrangements like family planning and lactation breaks. The manager's statements should never imply that an employee or her pregnancy is a weight to the organization. If you're unsure about what to ask and what not to ask your pregnant employee, communicate with HR staff about your queries.

 

4) Retaliation Discrimination training: 

               The manager should discuss with HR what to do when an employee has raised a concern and it has been resolved. The most general claim of discrimination is retaliation, which is a sort of discrimination that occurs after a previous complaint of discrimination. For example, a corporation may be accused of non secular discrimination and given a no-cause dismissal, only to be charged with retaliation-based discrimination later because someone in the organization acted inappropriately towards the employee who alleged religious discrimination. Teach your managers how to follow up adequately. Following the grievance, check in with the employee often to look at how matters are doing. Motivate them not to act as if the problem never existed in the first place. 

Conclusion: 

               In a nutshell, discrimination at the workplace commonly leaves the sufferers depressed, and they might isolate themself which would eventually affect the organization. With all the training programs mentioned above, a manager can easily tackle such a situation and take necessary decisions to avoid the same in the future.