In 2020, the U.S. Equal Employment Opportunity Commission (EEOC) reports that over 171,021 workplace discrimination of various types were filed, resulting in a staggering $385 million in compensation for victims.
Retaliation topped the list followed by disability, race, sex, and age which form the top six by far. The next group, although not as prevalent, still causes serious concern, these are national origin, color, religion, equal pay, and GINA or genetic discrimination.
Christian business owners should take these statistics seriously. Without always looking over your shoulder, how can you keep your workplace free from these types of discriminations?
Jesus didn’t discriminate. He made it as clear and as simple as possible: ‘Love your neighbor as yourself,’ he said in Mark 12:31.
In case his disciples were clueless on how to love their neighbor, Jesus said more explicitly “,So in everything, do to others what you would have them do to you,” (Matthew 7:12; Luke 6:31).
Jesus hung out with tax collectors, sinners, and Samaritans. He empathized with widows, the poor, and those who were condemned.
There are three key areas that you should look at to help prevent discrimination in the workplace. These are policy, monitoring, and training. Let’s take a look at these three through Christian lens.
1. Embed Bible principles in a written policy that clearly defines rules and procedures
You don’t have to litter your employee handbook with Bible verses but you can embed Biblical principles to foster a Christian culture that is free from discrimination and prejudice.
Your employee handbook should have a section on discrimination. This is your first step in fostering a company culture that is free from discrimination. It will also help save you from costly litigations and settlements.
Your anti-discrimination policy should cover all possible scenarios. Clearly describe in a step-by-step approach the process in reporting, handling, and resolving complaints.
It’s important to ensure that employees are aware of your policies and procedures and know-how to report allegations.
The EEOC lists some guidelines on how you should form your anti-discrimination policy. Be sure to include these in your manual, lest you find yourself arguing these in court:
1. Respect sexual, cultural, religious, and racial differences in the workplace.
2. Be professional in conduct and speech.
3. Refuse to initiate, participate, or condone discrimination and harassment.
4. Avoid race-based or culturally offensive humor or pranks. When in doubt, leave it outside the workplace.
5. Familiarize yourself with the company’s workplace policies and act responsibly.
6. Attend training on equal opportunity principles and learn about your legal rights and responsibilities under the anti-discrimination laws.
7. Be proactive. Report incidents of inappropriate, discriminatory, harassing, or abusive behavior to your supervisor, Human Resources department, union, or management.
To uncomplicate things, always remind your employees about the Golden Rule, ”Do to others what you want them to do to you,” Luke 6:31.
2. Monitor and Investigate Complaints
You hope that the policies in place will be enough to prevent and eliminate any discrimination in your business. But be prepared to quickly take action if an employee files a complaint. Your goal is a quick resolution.
Do not procrastinate. Christians are advised against it, ”If anyone, then, knows the good they ought to do and doesn’t do it, it is sin for them,” James 4:17.
Here are some best practices you could do.
a.Reporting
Create a safe and confidential way to file reports. A hotline or email address that directly leads to you or your trusted HR person. These contact details should be highlighted in the handbook and posted in high-traffic areas. It will serve to remind all employees to act professionally in your place of business.
b. Investigation
● Act immediately. Treat all complaints seriously.
● Select an investigator, usually an HR professional. A third-party investigator such as outside counsel or a consulting firm may be needed if the complaint is against a high-level official, or was leaked to the media.
● Conduct Interviews and Review Evidence. Separately interview the complainant, and the accused. Then the witnesses and review any documents and emails.
● Keep it confidential. Only involved the principals, witnesses, and relevant decision-makers.
● Prevent Retaliation. Protect the complainant. If you find merit, put both parties on a paid leave until you sort out the matter.
c. Resolution
● Document the Investigation.
● Take Appropriate Disciplinary Action. If there is cause for disciplinary action, it will depend on the severity of the infraction ranging from further anti-discrimination training, counseling warning or suspension, or termination.
3. Continuous employee education and management upskill in preventing discrimination.
God doesn’t want us to stagnate as persons. He wants us to be better. Ephesians 4:22-24 says “‘To put off your old self, which belongs to your former manner of life and is corrupt through deceitful desires, and to be renewed in the spirit of your minds, and to put on the new self, created after the likeness of God in true righteousness and holiness.”
Put in place a process of continuous education for both your employees and management.
Some states require employers to regularly conduct anti-discrimination training programs. It’s generally a good company practice, whether required by law or being proactive. Laws and attitudes are always changing.
There’s also the #cancelculture and the social media that fuels it. Employees and company policies should always be updated to reflect the changing times. It wasn’t too long ago when gays and lesbians were the only members of the queer community. Now you have to worry about everyone belonging to the LGBTQA+.
There should also be a separate program for supervisors, managers, and those involved in screening applicants. They are your first line of defense in preventing workplace discrimination.
Final thoughts
Make an effort to accommodate workers’ different cultures and religious beliefs. If they need a few minutes to pray, let them. Unless there’s a good reason not to like when safety can be compromised and production may be delayed.
Some of your employees may be saddled with childcare or other family commitments. Others may have disabilities who need special access to company premises or reserved parking.
Christian business owners should not need to worry about discrimination if we are able to build a Bible-based culture and our heart is focused on reaching the lost. Remember to do to others as you would like them to do for you.
