When we hear words like discrimination, harassment, and retaliation, it may seem like theyâre all one and the same.
But actually, discrimination is a broad term thatâs not interchangeable with harassment. And discrimination and harassment aren’t interchangeable with retaliation, either.Â
To discriminate against someone = to treat a person differently or less favorably for some reason, anywhere. It doesnât have to just be at work.
You can be discriminated against by anyone â 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 donât take responsibility. The second biggest mistake is that they unwittingly retaliate against the person.
Itâs never OK for people to discriminate or harass others â itâs not the victimâs 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 thatâs unsavory.
For instance, it could be the way we respond or react to how they treat us the FIRST time itâs misaligned, and why we do or donât stand up for ourselves â when we finally DO decide to do something about it, itâs usually too late.
How you’re going to resolve the issue depends on whether youâre 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 youâre 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, hereâs 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.Â
Then, based on that, set CLEAR expectations â whether that’s in your contract, your handbooks, etc. â 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 youâre 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:
- What is the best way to resolve a discrimination, harassment and retaliation issue?
- 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.
- Business owners: Do you have something in place on how to handle these issues with your employees? If you donât 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.
- 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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