How to Challenge Discriminatory Policies in the Workplace
Challenging discriminatory practices in the workplace requires not only courage but also strategic action. Insights from a Founder and Chief Marketing Officer and a Managing Attorney form the backbone of this discussion. The article starts by exploring how leaders can advocate for inclusive recruitment and concludes with achieving settlement in police misconduct cases. Discover these and nine other powerful experiences that underline the importance of fighting discrimination in professional settings.
- Assertively Advocate for Inclusive Recruitment
- Revise Policies to Ensure Fairness
- Remove Discriminatory Language from Listings
- Advocate for Inclusive Property Showings
- Challenge Appearance-Based Discrimination
- Achieve Settlement in Police Misconduct Case
- Promote Workforce Diversification
- Advocate for Inclusive Recruitment in Healthcare
- Implement Diversity and Inclusion Training
Assertively Advocate for Inclusive Recruitment
For me, the best way to comment on discriminatory policies is to be assertive, but to do it in a respectful manner. Once in an organization, I noticed that some of our ethnic groups were practically cut off from our recruitment due to our very-high qualifications and expectations. This is an issue that I brought up with the management, asserting the need for the inclusion of diverse views and recommending ways through which the recruitment processes can be made broader. Consequently, we shifted towards stressing skills and potential within criteria, which increased the pool of talent available and eventually added value to the team. This gave me an understanding of how change is usually most effectively achieved; one has to speak up and also seek to provide solutions that are consistent with the philosophy of the organization in question.
Revise Policies to Ensure Fairness
In my legal career, I confronted a discriminatory practice while serving as Chief Judge of the Honor Court at Cumberland School of Law. A policy inadvertently led to biases against certain student groups during honor-code proceedings. Recognizing the implications, I spearheaded a policy change that ensured all students were judged equally, regardless of background or discipline.
This change involved working closely with the administration to revise procedures to prevent bias and promote fairness. As a result, the policy change created an atmosphere of greater trust and equality within the student body. What I learned was the importance of listening to affected parties and engaging in comprehensive discussions to enact meaningful change.
In my practice, I also focus on educating clients about the legal system to empower them. This approach not only resolves issues like discrimination effectively but also leaves clients informed and confident in navigating legal processes themselves.
Remove Discriminatory Language from Listings
I have witnessed numerous instances of discriminatory policies and practices in my workplace. A particularly striking example was an apartment rental listing that explicitly stated, "No families with children." This immediately raised red flags, as it appeared to be a clear violation of fair-housing laws.
I approached my manager about this issue and expressed my concerns. My manager initially brushed off the issue, stating that it was simply the landlord's preference. However, after further discussion and research into fair-housing laws, my manager realized the gravity of the situation and agreed to remove the discriminatory language from the listing.
The outcome of challenging this discriminatory policy was positive, as it led to the removal of a discriminatory barrier for families with children. It also sparked important conversations within our workplace about fair-housing laws and the importance of upholding them.
From this experience, I learned the power of speaking up and advocating for marginalized groups. It is my responsibility to ensure equal access to housing for all individuals, regardless of their familial status. I also learned that sometimes addressing these issues may be uncomfortable or met with resistance, but it is necessary in order to create positive change.
Advocate for Inclusive Property Showings
I've encountered numerous challenges in my career, particularly concerning discriminatory policies and practices in the workplace. One notable experience involved challenging a discriminatory policy within my company. At the time, my company had a policy of only showing properties in certain neighborhoods to clients based on their race or ethnicity. As someone who strongly believes in equality and fair treatment for all individuals, regardless of their background, this policy did not sit well with me.
After witnessing firsthand how this policy was affecting potential buyers and limiting their options based on prejudice, I decided to speak up about it during a team meeting. I raised my concerns and explained why I disagreed with this policy, citing examples of how it was negatively impacting our clients.
My colleagues were initially resistant to change and defended the policy, stating that it was company protocol. However, I persisted in advocating for a more inclusive and fair approach. After much discussion and deliberation, the company ultimately decided to review and revise their policies regarding property showings.
Challenge Appearance-Based Discrimination
I have always been committed to treating all clients and colleagues with equality and respect. However, during my time at a previous brokerage, I encountered a discriminatory policy that went against everything I believed in. At this particular brokerage, there was an unspoken rule that only agents with certain physical appearances were given preference for higher-end listings. This meant that agents who did not fit into their narrow definition of beauty were often relegated to less-lucrative properties or denied opportunities altogether.
I found this policy to be unacceptable and decided to speak up about it. I first raised my concerns with my immediate supervisor, but unfortunately, they were dismissive and told me to just focus on my own listings. I knew this was not right, so I took it to the next level. I reached out to Human Resources and filed a formal complaint detailing the discriminatory practices at the brokerage. This was a difficult decision for me, as I was relatively new at the company and didn't want to cause any trouble. However, my principles would not allow me to stay silent.
Achieve Settlement in Police Misconduct Case
In my legal career, I've encountered several instances where I've had to address discriminatory practices, particularly in cases of police misconduct. A notable example is the $1.25-million settlement I achieved in a police-brutality case against Kern County. The case involved alleged beatings by police officers, highlighting systemic issues within law-enforcement practices that disproportionately affect marginalized communities.
What I learned from navigating these complex legal battles is the importance of thoroughly investigating evidence to establish clear patterns of discrimination. My approach involved collecting crucial evidence, such as officer details and video footage, to support the claims of misconduct.
This experience underscored the power of legal advocacy in challenging and changing discriminatory practices. It's crucial to not only address individual incidents but also work towards broader institutional changes that promote accountability and fairness in law enforcement. In my legal career, I've consistently stood against discriminatory practices, particularly in personal-injury cases involving police misconduct. A notable example was a case against Kern County in 2013, where I challenged the abusive actions of police officers against my client. The case resulted in a successful $1.25-million settlement, drawing attention to the systemic issues within the department.
My work in these cases taught me the significance of thorough evidence collection and client service. By maintaining clear communication with clients and understanding the nuances of case law, I not only sought justice for individuals but also highlighted the need for policy changes in law enforcement. This process emphasized the impact of individual cases in prompting broader institutional shifts.
I've learned that challenging discrimination requires not just legal expertise but also a commitment to amplifying voices that have been wronged. This dedication has reinforced my belief in persistence and thorough advocacy as tools for meaningful change.
Promote Workforce Diversification
Hi,
I'm Fawad Langah, a Director General at Best Diplomats organization specializing in leadership, business, global affairs, and international relations. With years of experience writing on these topics, I can provide valuable insights to help navigate complex issues with clarity and confidence.
Here is my answer:
During my work as the Director General of Best Diplomats, I exposed discriminatory procedures when creating employment. One policy was that the candidate must only have a degree from specified highly-ranked universities. This cutoff restricted admission to many talented learners who had acquired their skills in other ways.
I finally decided to fight this policy by collecting evidence showing that various successful leaders within our profession had unconventional careers. After the simulation, I met with the leadership team and insisted on promoting an approach to workforce diversification.
Fortunately, the leadership team responded well to me. Out of that meeting, we agreed to change the employment standard, allowing individuals with a wide range of experiences. This change brought new people with fresh ideas that augment our organization and diversify the applicant pool.
One important lesson I learned from this experience was the importance of driving change. One should always think, "Okay, there is a practice in place today; is it safe to discriminate against anyone?"
I recommend other business leaders make an effort to seek opinions from different personalities and never be too proud to change. Ensuring that we have an environment in organizations that embody the true nature of their societies is the best way to promote innovation.
I hope my response proves helpful! Feel free to reach out if you have any questions or need additional insights. And, of course, feel free to adjust my answer to suit your style and tone.
Best regards,
Fawad Langah
My Website: https://bestdiplomats.org/
Email: fawad.langah@bestdiplomats.org
Advocate for Inclusive Recruitment in Healthcare
One example that stands out occurred during my time at the Mater Hospital, where I held a director role. We had a recruitment policy that, while seemingly neutral, tended to favor candidates with traditional clinical backgrounds over those with more diverse experiences. This often resulted in highly-qualified applicants, especially women returning to work after maternity leave and individuals from non-English-speaking backgrounds, being overlooked. I felt strongly that this was not only unfair but also detrimental to the hospital's culture and patient care. I advocated for a more inclusive approach, emphasizing the importance of diverse perspectives in healthcare, particularly when dealing with a broad range of patients with unique needs.
Given my years of experience and leadership roles in both private practice and sports physiotherapy, I was able to present a compelling case backed by research. I worked closely with HR and management to revise the recruitment policy, integrating more flexible evaluation criteria that considered different types of experience, including career breaks and international qualifications. The outcome was transformative. We saw an increase in the diversity of our staff, which in turn led to more innovative patient-care solutions and a stronger, more inclusive workplace culture. The key lesson I learned was that challenging the status quo requires both persistence and evidence-based arguments, and it is critical to foster an environment where diverse experiences are valued for the richness they bring to the team.
Implement Diversity and Inclusion Training
I have had the privilege of working with a diverse group of clients and colleagues throughout my career. Being in such a dynamic industry, I have come across instances where discriminatory policies or practices were present in the workplace. One particular incident stands out in my memory. During a team meeting, one of my colleagues shared his experience with a client who refused to work with him because of his race. This shocked and outraged me, as it was clear discriminations based on someone's identity.
After the meeting, I approached our team leader to discuss this issue and how we could address it. Surprisingly, he dismissed it as an isolated incident and said that it was not worth making any changes to our policies. I knew this was not acceptable and decided to take action.
I researched fair-housing laws and reached out to our human-resources department to discuss implementing a diversity-and-inclusion training program for all employees. I also suggested including a clause in our company's code of conduct that explicitly stated that discrimination based on race, gender, religion, or any other protected characteristic would not be tolerated.
