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Reducing Workplace Discrimination – Tips & Best Practices


“Discrimination is a disease, and tolerance is the only cure.” – Sir Muhammad Iqbal.


Discrimination in the workplace—an age-old issue that continues to persist—can be both a subtle, silent enemy or a blatant, disruptive force. It’s a complex problem that targets individuals based on their inherent traits and characteristics, leading to a hostile and unproductive work environment.

While strides have been made, we must acknowledge that the journey towards a truly inclusive and equitable workplace is far from over. This article serves as a guide to identifying the signs of workplace discrimination, understanding its legal implications, and, most importantly, providing actionable tips to help reduce such instances.

What is Discrimination in the Workplace?


Discrimination in the workplace occurs when people or groups are treated unfairly or differently because of specific traits such as religion, ethnicity, gender, age, family status, or sexual orientation. Workplace discrimination can take various forms, such as denying job opportunities or promotions, unequal pay for the same work, refusing entitlements like overtime pay, or subjecting individuals to harassment based on these characteristics.

Why Does Discrimination Occur?


Workplace discrimination occurs due to personal biases, stereotyping, and a lack of diversity awareness. Organizational cultures that tolerate discrimination, power imbalances, and job insecurity fears can also lead to discrimination. Additionally, competition for limited opportunities and historical and societal biases play a role in discriminatory behaviors. In order to combat workplace discrimination effectively, we must take proactive steps, such as promoting diversity and inclusion, educating employees, enforcing anti-discrimination policies, and cultivating a culture of equal treatment for everyone.

What are the Most Common Examples of Workplace Discrimination?


The most common examples of workplace discrimination include: 

Racial Discrimination

Racial discrimination is treating employees differently based on race or ethnicity, such as unfair hiring, promotions, work assignments, derogatory comments, or racial slurs. 

Gender Discrimination

Gender discrimination occurs against individuals based on gender, including disparities in pay, promotions, opportunities, and sexual harassment. 

Age Discrimination

Age Discrimination is the unfair treatment of employees due to their age, mainly affecting older workers who may experience age-related bias in hiring, promotions, or layoffs. 

Religious Discrimination

Discriminating against employees based on their religious beliefs or practices may include failing to provide reasonable accommodations for religious observances. 

Disability Discrimination

Treating individuals with disabilities less favorably, such as denying them reasonable accommodations, excluding them from specific tasks, or failing to provide accessible facilities are grounds for discrimination. 

Sexual Orientation Discrimination

Discrimination based on sexual orientation on an individual includes adverse treatment or harassment of LGBTQ+ employees. 

Pregnancy Discrimination

Pregnancy discrimination is the unfair treatment of pregnant employees, such as denying them job opportunities, promotions, or benefits or subjecting them to harassment. 

National Origin Discrimination

Discrimination based on ethnicity means treating employees differently due to their country of origin, including biases related to language, accent, or cultural background. 

Gender Identity Discrimination

Gender identity discrimination against individuals is based on gender identity or gender expression, including transgender employees. 

Marital Status Discrimination

Marital status discrimination is the  mistreatment of employees based on their marital status, such as providing different benefits or opportunities to married and unmarried individuals. 


Retaliation is the punishing of employees who assert their rights against discrimination by taking adverse actions, such as demotions, terminations, or negative performance evaluations. 


Stereotyping is making assumptions or generalizations about employees based on their characteristics that leads to biased decisions and unequal treatment. 


Workplace harassment means, subjecting employees to offensive, humiliating, intimidating, or threatening behavior based on their protected characteristics, including sexual harassment.


These examples highlight the many forms of workplace discrimination, often resulting in negative consequences for some employees and creating a hostile work culture for all. Both employers and employees must be aware of these common types of discrimination and work towards creating inclusive and equitable workplaces.

How to Identify Signs of Workplace Discrimination?


Identifying workplace discrimination means being attentive to certain behaviors and practices. Watch for improper interview questions about personal traits like family plans or nationality. Here are key actions to identify workplace discrimination and promote fairness:


    1. Monitor interview questions about personal characteristics like family plans or ethnicity.
    2. Stay vigilant for abusive language targeting gender, race, or protected characteristics.
    3. Monitor for workplace diversity across organizational levels.
    4. Be alert to unjustified criticism and monitoring disparities.
    5. Be mindful of favoritism in promotions.
    6. Pay attention to arbitrary dismissals or employment status changes.
    7. Examine pay structures for equal work disparities.
    8. Encourage open communication and reporting of discrimination concerns.
    9. Provide training to raise awareness of discrimination issues.
    10. Regularly review and update company policies for fairness and inclusivity.


In sum, it is important to keep an eye out for signs of unfair criticism, unequal monitoring, favoritism in promotions, sudden dismissals, or pay disparities for similar work. Discrimination can be subtle, but noticing these signs is essential for fostering an inclusive and equitable workplace.

What are the Legal Implications of Workplace Discrimination?

The legal implications of workplace discrimination are significant and depend on the legal jurisdiction where the act occurred. Laws at provincial, state, and national levels protect individuals from discrimination based on various grounds, including age, ethnicity, race, marital status, gender identity/expression, sexual orientation, and disability.


Discrimination in the workplace can lead to legal consequences such as fines, compensation orders, and human rights tribunal complaints.


It can also result in high turnover, negative workplace culture, and damage to an organization’s reputation. In order to prevent discrimination, employers can provide education and training, establish clear policies, promote diversity in hiring, ensure a transparent process for addressing discrimination, and partner with community groups for a more inclusive workplace.

Tips & Suggestions to Help Reduce Workplace Discrimination

The following are seven actionable tips that organizations can implement to reduce discrimination among employees:


    1. Education is Key: Start by educating your workforce. Comprehensive training helps employees understand discrimination, how to spot it, and what to do if it occurs.
    2. Clear Policies: Establishing clear anti-discrimination policies is crucial. These policies should define unacceptable behaviors, lay out reporting procedures, and specify consequences for violations.
    3. Promote Diversity: Actively seek diverse candidates during the hiring process. Management can build a more inclusive team by eliminating biases and providing equal opportunities.
    4. Transparent Reporting: Create a straightforward system for reporting discrimination. Employees should feel safe reporting incidents without fear of retaliation. Ensure that all reports are thoroughly investigated and resolved.
    5. Community Collaboration: Consider partnering with community groups that support underrepresented populations. This collaboration expands your talent pool and provides valuable insights into facilitating diversity.
    6. Inclusive Onboarding: Review your onboarding processes to include messages against discrimination. Inform new hires about their rights and responsibilities from day one.
    7. Regular Policy Review: Regularly assess and update your anti-discrimination policies and practices. This will ensure your organization stays aligned with evolving standards, promoting fairness and inclusivity at every step.



Discrimination, unfortunately, still lingers in many workplaces, but by taking proactive steps, employers can develop a work environment that values inclusivity and diversity. 



“We’ve come a long way, but there is still a lot of discrimination.” – Aretha Franklin.



Workplace discrimination is an ongoing issue that negatively impacts individuals and organizations alike. It’s crucial to be proactive in recognizing and addressing this behavior in order to develop a diverse, inclusive, and welcoming work culture. Implementing comprehensive training, clear policies, and regular policy reviews can significantly reduce instances of discrimination.

Together, we can create workplaces that truly value and respect all employees, paving the way for a more inclusive future.



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