Accenture found that the GDP in the United States would increase by $25 billion if just 1% more disabled people were hired.


What is discrimination?
For many people, discrimination is an everyday reality. Discrimination is the unfair or prejudicial treatment of people and groups based on characteristics such as race, gender, age or sexual orientation. That's the simple answer.

Often, discrimination stems from fear, misunderstanding and a lack of education.
Whatever the reason, though, one thing is true: In most cases, discrimination in housing, employment and other business activities is against the law.

The Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act prohibit discrimination in employment on the basis of race, color, sex, ethnic origin, age and disabilities. The laws also protect employees against retaliation for going forward with a claim regarding discrimination in the workplace.

Less obvious examples of day-to-day discrimination – receiving poorer service at stores or restaurants, being treated with less courtesy and respect, or being treated as less intelligent or less trustworthy – may be more common than major discrimination. Such day-to-day discrimination frequently comes in the form of “microagressions” such as snubs, slights and misguided comments that suggest a person doesn’t belong or invalidates his or her experiences.

What is the punishment for discrimination?
Job discrimination is handled by the U.S. Equal Employment Opportunity Commission (EEOC). The penalties differ from one kind of discrimination to another, but in general the maximum civil penalties range from $50,000 for smaller firms to $300,000 for companies with 500 employees or more.

In addition, companies that have terrible HR records have effectively been "outed" on social media for job discrimination to an extent that the social media messaging affected corporate bottom lines and forced the expelling  of key executives, including founding CEOs.

Protecting your company against discrimination lawsuits
Cultivating a culture intolerance of discrimination can save companies big bucks by preventing expensive litigation. To that end, you should not wait until your company is the target of a discrimination lawsuit before deciding to take anti-discrimination policies seriously.

Five things you do ...

  1. Implement an anti-discrimination policy

  2. Develop and integrate mandatory training on diversity, equity and inclusion (DEI) that covers discriminatory events

  3. Create a culture of tolerance, acceptance and understanding

  4. Align your DEI initiatives with your brand and business strategies

  5. Investigate complaints promptly


Don’t wait for a lawsuit to kickstart your DEI training and initiatives. We can help you guard against discriminatory practices, provide comprehensive workforce training and help align DEI initiatives with your brand and business strategies. Call 1-800-834-4946 for a free consultation, or click here.

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