Discrimination in the workplace is an all too common occurrence. Despite laws to protect employees from discrimination, unfortunately, there are still individuals who face unfair treatment and abuse in their day-to-day jobs. Organizations should be aware of the dangers of workplace discrimination and take steps to prevent such behavior from taking place within the company.

It is important for employers to prioritize creating an inclusive working environment that is conducive to productivity and respect among its employees. By being knowledgeable about the various types of prohibited discrimination, companies can do their part in preventing such behavior from occurring in their workplace.

Types of Discrimination in the Workplace

One of the main areas of discrimination in the workplace is based on traits such as race, religion, gender, sexual orientation, and disability status. This type of discrimination includes negative treatment or unequal opportunities based solely on such factors. Additionally, workers may be discriminated against based on their age or marital status. As regulations evolve to protect more types of identity categories, employers must make sure they are aware and compliant with these laws accordingly.

Another form found in workplaces is lifestyle bias – prejudice against those who have made different lifestyle choices regarding their career path or personal life decisions – which can include taking extended leave for parenthood or opting out of higher-pressure professions like finance with more lucrative starting salaries and bonuses in exchange for a lower salary but greater flexibility elsewhere (such as tech). This type at its essence breaches an individual’s ability to make a self-determined decision about what works best for them without suffering negative repercussions from peers or employers for doing so. Such behavior must not be tolerated and as such must be legally treated with the help of employment lawyer London.

A third form is related to general harassment -–– bullying and other behaviors designed to create an uncomfortable work atmosphere for individuals based purely upon ageist comments about technical capabilities or backhanded compliments which imply someone doesn’t belong in their job/position due to gender-based preconceptions (for example: “you’re actually pretty good at this job given that you’re a woman). Though it may not always be obvious when this behavior occurs—eight out of ten employees experiencing workplace harassment don’t report it.


The Impact of Discrimination in the Workplace

Discrimination in the workplace can have serious consequences for both the employer and the employee. This type of mistreatment can lead to decreased morale and motivation, increased turnover, low productivity levels, and financial losses. It can even cause financial ruin for organizations if they are found liable in discrimination lawsuits.

Additionally, discrimination based on race, religion, gender identity or expression, sexual orientation, or disability can be costly for employers in terms of reputation damage when news of it gets out.

Even subtle forms of discrimination such as jokes about or exclusion of certain groups should be addressed. The most important thing is for employers to take a proactive approach towards eliminating discrimination by creating an environment where each team member feels respected and valued regardless of who they are or what their beliefs may be.

One way to ensure that employees feel respected is to develop anti-discrimination policies that detail what kinds of behaviors are unacceptable. These policies should also contain disciplinary actions that will be taken if an employee is found guilty of discriminatory behavior.

It’s equally important to enforce these policies across all levels of an organization so that everyone understands the consequences associated with engaging in discriminatory behavior. Employers should also encourage open communication within their team as this allows any issues related to discrimination to be addressed quickly and efficiently before they escalate into larger problems.


How to avoid this?

Employment candidates should become familiar with the Equal Employment Opportunity Commission’s (EEOC) guidelines regarding equal employment opportunities prior to engaging with a potential employer. This will allow potential candidates to be aware of their rights before accepting a position or engaging in the hiring process with an organization.

Job seekers should also take note of any employment practices that appear to target certain groups based on protected classes when researching potential employers online or through other sources. Taking the appropriate steps during the job search phase can ensure that you’re notified about all employment opportunities regardless of your gender, race, religion, or any other protected class—an important factor in making sure that you have every opportunity presented before you and still have access basic employee rights as required by law.

Best Practices for Employers


The following are the best practices that employers should consider:

  • Ensure your organization remains compliant with all applicable local, state, and federal laws regarding discrimination at work by educating everyone on how to recognize potential instances of discrimination.
  • Monitor employees’ behavior to ensure they are not committing or tolerating any acts of discrimination. Establish a zero-tolerance policy when it comes to any form of discriminatory behavior at work.
  • Create an anonymous reporting process through which employees can report any incidents of discrimination without fear of reprisal from their manager or colleagues. This can also help management identify and address any underlying issues within the workplace that may be conducive to further acts of discrimination.
  • Promote a respectful workplace culture by creating an environment in which diversity among colleagues is respected and appreciated. Hold regular training sessions for staff on identifying discriminatory behavior so that all staff members can learn how to identify patterns of systematic or targeted intolerance among colleagues or customers.
  • In order to promote equality in the workplace, it is important to provide equal opportunities for development, compensation, promotions, and other benefits regardless of gender or ethnicity. It is crucial to ensure that all job requirements set out in applicable legislation are still being met. Furthermore, special efforts should be made to help marginalized individuals feel included in the workplace. This can be done by celebrating diverse cultural events such as Indigenous Peoples Day or by launching initiatives specific to developing leadership skills amongst historically disadvantaged groups like women or persons living with disabilities.


In conclusion, workplace discrimination can have serious consequences for both employers and employees. If left unchecked, it can lead to a hostile work environment, low morale, and decreased productivity, to prevent that you will need to work on promotion of diversity, equity and inclusion training.

By taking affirmative steps to end discrimination in the workplace, employers can create an environment that respects everyone’s dignity and celebrates their uniqueness–regardless of race, gender identity/expression, ethnicity, religion, sexuality, or disability.