When we hear words like discrimination, harassment, and retaliation, it may seem like they’re all one and the same.

But actually, discrimination is a broad term that’s not interchangeable with harassment. And discrimination and harassment aren’t interchangeable with retaliation, either. 

To discriminate against someone = to treat a person differently or less favorably for some reason, anywhere. It doesn’t have to just be at work. 

You can be discriminated against by anyone – friends, family, professors, colleagues, etc.

And one of the biggest mistakes people when it comes to handling a discrimination or harassment complaint is that they don’t take responsibility. The second biggest mistake is that they unwittingly retaliate against the person.

It’s never OK for people to discriminate or harass others – it’s not the victim’s fault.

But we do have responsibilities when it comes to who we work with, where we work, why we chose that organization or client, what we do with information we receive that’s unsavory.

For instance, it could be the way we respond or react to how they treat us the FIRST time it’s misaligned, and why we do or don’t stand up for ourselves – when we finally DO decide to do something about it, it’s usually too late. 

How you’re going to resolve the issue depends on whether you’re an employee or a business owner. 

(Note: This is not legal advice, but it’s good to know that while employees are protected by the Equal Employment Opportunity Commission, a federal agency, 1099 independent contractors are generally not protected, unless there was a change in your status in which you’re paid like a contractor, but treated like an employee. Always consult an attorney if you need help.)

Flip the Golden Rule on its head – Treat people as YOU would want to be treated.

No matter whether you’re a business owner or an employee, here’s the one simple step you can take to set yourself up for success, and avoid discrimination and harassment: Know who you are, what you want, and why you want it. 

Then, based on that, set CLEAR expectations – whether that’s in your contract, your handbooks, etc. – to ensure that harassment, discrimination, and retaliation does not occur, let people know what the consequences of their behavior are, and to enforce the rules.

If you’re still not clear on the difference between discrimination and harassment or need more help understanding why it matters for you as an employee or business owner, consult with a lawyer on your Power Team. And, if you don’t have one, feel free to reach out. I’m happy to steer you toward resources.

Extra Credit

As you go about your day, think about these questions:

1. What is the best way to resolve a discrimination, harassment and retaliation issue?
   1. Employees: Does the company you work for have a handbook? If so, it should outline the process for filing a complaint or resolving a dispute with any co-worker.
   2. Business owners: Do you have something in place on how to handle these issues with your employees? If you don’t already have this, get on it ASAP! If you hire independent contractors, have something in writing that says everyone is treated with respect no matter who they are to the company itself.
   3. Independent Contractors / Freelancers: Have you outlined in your contract what you will and will not put up with? Reserve your right to terminate the agreement if you experience something misaligned with your own personal and professional values.

Next Steps

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When you hear terms like W2 or 1099, your mind immediately goes to tax season, right?

But these words mean more than just tax forms that you receive at the end of the year.

In fact, one of the biggest decisions we make throughout our career is the choice to be either a W2 employee or a 1099 independent contractor. Sometimes, we may even change from an employee to an independent contractor or vice versa.

Regardless of your role, it’s important to set up expectations of who you are, what you do and what your boundaries are from the beginning.

For instance, understanding the difference between a W2 and 1099 is crucial as you determine  what to include in your contracts with clients, especially when you want to be clear about who you are, what you are to them, what your working relationship is, how you maintain control and what the expectations are for each of you.

Whether you’re an employee or an independent contractor, too often, control can feel like a luxury for only a select few. 

REALITY CHECK: You don’t have to be everything to everybody. Even if you’re an employee.

Even if you are an employee and provide a specific service to your employer, you actually might have more control than you think you do.

The same is true for 1099s – just because you are doing work for someone else does not make you an employee, or the person hiring you as an independent contractor your employer.

If you need additional resources or information on W2s, 1099s and other tax information, the IRS and Small Business Administration websites are great places to start. But getting the information is one thing, applying it is another. This is what I do each and every day – help people decide what path is right for them.

Ultimately, implementing information in a way that works for you is what matters. I’d love to help you figure that out!

Extra Credit

As you go about your day, think about these questions:

1. What is my role?
2. Where do I have control?
3. Where can I have control? 
4. Where can I reset expectations?

Next Steps

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These days, the internet is chock-full of websites, apps, and social media posts that dole out affirmations to make you feel good about yourself.

And affirmations are nice. But at the end of the day, they’re just about… fleeting feelings. 

When it comes to reaching your goals or taking your career or business in the direction you want it to go, you need a plan to put it into action. And setting intentions can give you the steps to help you get there.

As you’re setting intentions and affirmations, think about the following:

• What is the purpose of the intention or affirmation?
• What matters the most at this moment – do you need to feel better or do you need to take action?
• When were you your happiest self? Not your most productive self, but your happiest, joyful, kindest, most compassionate self to you and others?
• What is something that you can be thankful or grateful happened or didn’t happen the way you wanted or felt it should have.

Remember: Affirmations are about feelings. Intentions are about actions.

So, maybe you can start with affirmations to feel good about what you’re doing, the choices you’re making and the things you’re letting go. 

Then, you can rely on intentions to help you get where you want to go, reach the SMART goal that you want, or take your career or business to the next level.

Extra Credit

As you go about your day, think about these questions:

1. Read each example below. Identify if it is an affirmation or an intention.
   1. “My focus today is me” 
   2. “I forgive myself for not being everything to everyone”
   3. “I actively let go of expectations” 
   4. “When I begin to think X, I will Y”
   5. “I will forgive myself when I feel like I’m not able to be everything to everyone” = AFFIRMATION attached to an INTENTION
2. See the answers below to see how well you did:
   1. INTENTION
   2. AFFIRMATION
   3. AFFIRMATION
   4. INTENTION
   5. AFFIRMATION attached to an INTENTION

Next Steps

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