- HR must recognise and acknowledge that prejudice exists in the workplace
- Dealing with prejudice at work can be a legal minefield
- HR must monitor staff and analyse key data
- Training can be extremely beneficial to all concerned and help managers stay inside legal boundaries
The number of workplace discrimination cases, where workers drag their employer through the courts over alleged unfair treatment because of their age, background or gender, is growing at a rapid pace.
Employment Tribunal statistics that show the number of age discrimination claims, for instance, that were brought to tribunal in April 2007 had tripled by March 2008, prompting HR departments up and down the country to take a long look at their own strategy when it comes to dealing with prejudice at work.
Dr Pete Jones, research director at psychologist firm Shire Professional, explains that HR departments that can be honest and recognise prejudice exists within their organisation without turning a blind eye, will be the ones that can deal with it the most effectively.
