Sometimes we experience discrimination at our jobs without evening knowing it. A coworker gets a raise for doing the same work as you or we let a supervisor's disparaging comment slide because we don't want to make waves.
How do you know if a co-worker's treatment or an offhand comment is a form of discrimination? Here are a few guidelines that may help.
1. Employers must not favor one employee above another if both perform the same or similar job functions. In other words, if an office mate receives recognition, a reward, a raise, or a promotion for performing similar job functions as yours, it may be that your co-worker is receiving preferential treatment and both of you are victims of discrimination, with you the “loser” in this situation.
2. Conversely, an employee cannot be demoted, disciplined, or fired for actions that other employees get away with. Equal opportunity policies mandate that all employees receive fair and equitable treatment based on job performance and personal behavior at the work site. However, someone who performs a different job function may be paid more or less than others based on skills and competency. Information about job classifications and pay levels can be difficult to access, so see your human resource manager if you believe a discrepancy exists.
3. An employee should not be made the butt of jokes that belittle, malign, or otherwise negatively portray the person's natural origins, homeland, race, gender, or nationality. Whether the person comes from a country that has been declared an enemy of the United States or is simply a member of a minority faction, it is illegal to single someone out for mocking purposes. Even jokes that are meant in a good way can have disastrous effects if the representative person feels picked on.
4. Someone's political views or religious beliefs--or lack of--should not receive undue attention, comment, or criticism. During an election year or heated political controversy it is not uncommon to exchange oppositional views. But in the workplace such debate should be kept to a minimum. Returning to the same argument time and again may be perceived as harassment, and you may find yourself being cited for inappropriate conduct.
5. No employee should be the target of sexual or even suggestive comments of a flirtatious nature. Nor should employees have to share office space with someone who makes such comments about others or posts offensive material such as pin-up posters, playing cards, etc. You cannot be given job favors or lose status based on your willingness or lack of to become romantically involved with another employee, especially a supervisor.
If your co-worker displays offensive behavior that insults or demeans you or another employee, ask the person to refrain from such comments in your presence. Should the person continue to make off-color comments, take another employee with you to confront the person in a firm but polite way, citing specific examples of phrases or behaviors that offend you. If that doesn't work, ask your supervisor if you can be moved from that work space. There are a series of steps that can and should be followed if you believe you are the victim of discrimination. Contact your company's affirmative action office, equal opportunity representative, or immediate supervisor for information about company policies.
