by Mark Butler

Created on: April 05, 2007   Last Updated: April 30, 2007

While we cannot change how a person thinks, we can hold that person accountable for their words and deeds. To eliminate racial discrimination in the workplace involves several steps. First and foremost is that the company must write, publish and ensure everyone reads the company's equal opportunity policy and other policies prohibiting discrimination. Then, when a violation occurs it must be fairly and rapidly dealt with based on facts.

The US and the individual states have done the same thing in that they passed laws regarding equal opportunity and discrimination and insisted that businesses abide by them. Those companies that continued their past practices found themselves on the wrong end of the law facing criminal and civil charges for their unlawful actions.

It is especially important that the standards imposed are applicable to all employees and that membership in a particular ethnic group does not grant special status or immunity from enforcement of those standards. Should any employee do or say something that may be considered inappropriate (with regards to discrimination) then that offense should be documented and appropriate actions taken. Minor offenses may warrant a written warning, other, more severe violations may warrant suspension or even termination.

Even more important is the insistence that management practice what they preach. This does not mean that they immediately go hire a minority in order to meet a quota. In some fields, openings happen only sporadically but in others there are openings on a routine basis. From a business perspective it makes sense to hire the best candidate and sometimes that will mean a non-minority and other times it will mean the minority candidate will get the position. What is important is that management not be predisposed prior to the interview or decision.

Then there is the personal approach that middle management must exercise on a daily basis. Greet employees, preferably by name, and ask how they are doing. From time to time ask them the same question in a private setting and ask if there are any areas they believe the company could improve in. It isn't necessary to focus on equal opportunity in these interviews but don't shy away from it if it does come up.

Keeping lines of communication open between the labor force and management can have very positive effects on both the bottom line and the working relationship of all involved. Talk may be cheap but it can also be the best money spent in ensuring that standards are communicated and racial problems prevented and dealt with when they occur.

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