Use proactive process to stop little digs from adding up to hostile environment

by on
in Discrimination and Harassment,HR Management,Human Resources,Leaders & Managers,Management Training

When it comes to a racially hostile environment, management must stay on top of the situation. As soon as anyone in HR or upper management gets even the slightest hint that hostile bias has reared its head on the front line, jump into action.

One or two poorly chosen comments won’t necessarily mean a large jury verdict, but even infrequent little digs repeated again and again over time can add up to a hostile environment.

Before you know it, the isolated comments that started it all can combine with other comments to create what a court will see as a racially hostile environment.

And remember, courts look at the totality of the circumstances, not just isolated comments.

Recent case:
Several black employees who worked at a Costco warehouse store sued, alleging they had been forced to work in a racially hostile work environment. They said their immediate supervisor was a racist who made comments about working “on a...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment