Workplace discrimination

Overview
Discrimination in the workplace is a controversial topic that has been highly debated in the courts. Discrimination in the workplace may include discrimination based on a person's race, color, religion, sex, parental status, marital status, political affiliation or national origin (referring to birthplace, ancestry, culture or certain linguistic characteristics). The most common discrimination charge made to the Equal Employment Opportunity Commission in 2002 (the most recent year for which statistics are available) was racial discrimination, followed by discrimination based on gender, national origin and religion. The Americans with Disabilities Act involves discrimination on the basis of physical or mental disability.
There are three categories of workplace discrimination:

Overt discrimination is characterized by outward statements of a discriminatory nature.
Systematic discrimination is found in systems in which certain "neutral" characteristics or requirements, such as height or weight, are actually discriminatory.
A hostile work environment may develop when an employee is subjected to derogatory comments, racist or sexist jokes, or otherwise hostile treatment.
Various factors impact workplace discrimination and an employee's response to the situation. For example, an employee may find certain behaviors acceptable or unacceptable based on his or her cultural beliefs or practices. A history of discrimination and the action taken may affect an employee's view of discrimination. Work history and past performance may be another factor. Organizational culture also plays a role. For example, does the company have written policies about discrimination? Are they posted or widely available? Is a human resources representative or personnel department available to respond to discrimination concerns?


Impact on health and well-being
Discrimination can take a serious toll on your health and well-being. Physically, you may experience sleep and appetite changes or fatigue.
Socially, you may withdraw from others and/or lack assertiveness with co-workers or supervisors. You may be quick to take offense or increasingly sensitive to criticism. You be over-reactive, fearful of reaching out for assistance or distrustful of the system.

Emotionally, you may feel guilty, ashamed, anxious or full of self-doubt. Others become angry or fearful. You may be preoccupied and feel scattered or unorganized. You may also have difficulty correctly perceiving your situation.

Sometimes workplace discrimination can be more than you're able to handle at the time. Symptoms such as sleep disturbances, decreased energy, changes in appetite, anxiety, depression, inability to concentrate and hopelessness may warrant further evaluation by a health care professional.

As with all physical symptoms, consult your medical doctor to rule out a medical condition. If these or any other symptoms cause you distress that doesn't seem to improve, seek additional help and support from a mental health care professional.


Coping strategies
Consult your human resources representative, personnel department, supervisor or company policy for information about how to make a discrimination report. Collaborate with your employer to reach the desired outcome. It's important to seek emotional support outside your work environment. Consider counseling or a support group if needed, and remember the importance of taking care of yourself.
If you're managing an employee who's involved in a workplace discrimination situation, seek assistance if you're unsure how to implement the investigation process. Consult with a human resources or personnel representative or your supervisor to review your company's policies and procedures about workplace discrimination. Consult your legal department or an attorney as necessary. Keep your own managers apprised of the situation, and respond in a timely fashion to any allegations directed to you. Also determine if ADA statutes may apply. If this is the case, encourage your employee to consult the human resources department or other appropriate company representative, as well as the company's legal department or an attorney.