Diversity and mainstream employees alike must confront bias and discrimination in the workplace

Over the years, companies have proactively fought discrimination and harassment in the workplace, partly to avoid lawsuits and partly because it is the right thing to do. Despite these efforts, much still needs to be done to combat the less publicized instances of workplace discrimination that happen all too often in the workplace, such as off color jokes, stereotyping, and racial, ethnic or religious jokes. When intolerant conversations are permitted in the workplace, diversity initiatives may stall, team unity can be eroded, and a hostile work environment may begin to emerge.

Hispanics, Blacks, and even whites have been the subject of conversations where they were stereotyped and/or have overheard workplace conversations where bigoted remarks were used. According to a 2003 study conducted by the Level Playing Field Institute, a San Francisco non profit dedicated to promoting workplace fairness, 54 percent of African Americans, 52 percent of Latinos and 39 percent of whites experienced stereotyping at work. The study also found that nearly 45 percent of Blacks and Hispanics and about 30 percent of whites have been subjected to unwanted racial, ethnic, religious, or cultural jokes in the workplace. To ensure that these types of remarks are not repeated, diversity and white employees alike should deal with workplace bias in a constructive manner.

If you have been the subject of or have overheard a conversation where stereotypical, racial, ethnic or religious jokes, etc., have been used, you should first approach the persons who participated in the conversation and politely let them know that such conversation is inappropriate for the workplace. Diplomatically inform them that such conversations are offensive to many and sew the seeds of a hostile working environment for everyone. If the problem persists, discuss it with a supervisor, because even if the individuals involved did not mean any harm, their comments can impede and damage the progress of diversity in your workplace. If the supervisor brushes it off or attempts any retaliation for your complaint, it is probably best that you seek assistance through legal means.

For diversity to truly take hold in the American workplace, every employee must be involved in taking care to avoid saying things that may be offensive or hurtful to a person of a different race, ethnicity, religion, sexual orientation, disability, or gender. Don’t become an “innocent” bystander by turning a deaf ear when bigoted conversations or stereotypical jokes are delivered at work. If you hear any such conversations at work, no matter if you are a diversity employee or not, be sure to speak up and let the offenders know that they are saying is wrong and may be offensive to others. Most people will probably be extremely apologetic and try to change their behavior, and others will ask you to lighten up, but they may stop as well. Always do your part to help eliminate discrimination and bias in workplace conversations, because it is everyone’s duty to help create pleasant working atmosphere where all employees are respected.

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