Workplace discrimination is a pervading reality. There always seems to be some form of bias that exists in the workplace. This is basically because the workplace is a venue of convergence of many personality types, origins, and persuasion.

Managers and supervisors would do well not to turn a blind eye to any indication of discrimination in the workplace. Discrimination has to be dealt with quickly and effectively. This can be done through two immediate means: become knowledgeable with regard to anti-discrimination laws, and pay close attention to what’s happening in your company.

Here are some general guidelines for managers to follow when confronted with any type of discrimination:

• Observe the workplace closely. Discrimination doesn’t always happen through overt instances. Many times, one doesn’t see it happening. Worse, it may be difficult to prove and stop it. So, the best thing is to nip it in the bud before it rears its ugly had. Respond quickly if an employee expresses concern about possible workplace discrimination, and do what you can in the shortest period of time to resolve the issue. Do not ignore even the slightest hint of discrimination in the office. It festers quickly. Prevention is better than reaction.

• Don’t play favorites. This is a Herculean effort for highers-up in the office. There will always be some form of bias coming from professional authorities. Just play fair, across the board, especially with perks, considerations, and options.

• The office is a public place. Keep your personal beliefs personal. Your personal philosophy regarding race, religion, sexual orientation, and other potentially contentious issues should not affect your duty to monitor workplace discrimination, nor should it cloud your views regarding what’s legal and just.

• Words can kill. Be careful of what you say and to whom you say it. As an authority around the workplace, your comments are valued – as well as vulnerable to being misconstrued. The trick is to think before you speak, and foster the same culture around the office. Nothing beats being careful, sensitive, and knowledgeable about what’s okay to say and what’s better left unsaid.

• Lastly, make sure that a formal anti-discrimination policy is instituted in the workplace. Communicate it well to all members. And most importantly, lead by example. Be the company’s showcase of the policy.

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Via Bright Hub/Jobseekers Advice