Fostering a diverse, inclusive, and productive workplace is a strategic advantage. However, the journey towards workplace equality is not without its challenges. Discrimination and retaliation claims can arise, causing reputational damage, legal complications, and employee dissatisfaction. To navigate these issues successfully, organizations must proactively address discrimination and have effective response strategies in place.

During the Florida Restaurant & Lodging Association’s 12th Annual Summit, RumbergerKirk partners Sally Culley and Chase Hattaway helped equip employers with the knowledge and tools needed to prevent discrimination and retaliation claims and effectively respond when they do occur. They began with a review of workplace discrimination, its various forms, and how it can manifest to increase awareness and understanding. Then, they provided tools and insights to be proactive and prevent discrimination and retaliation by implementing strategies such as diversity training, clear policies, inclusive culture-building, and effective leadership. Chase shared the following key takeaways:

• Employers should maintain up-to-date employee handbooks.  Employers should then provide the handbooks to employees, and ensure that they follow the policies in the handbooks. 
• Employers should provide training to employees so that employees understand what is prohibited and how to complain of discrimination.
• Employers should document employment decisions, such as discipline, warnings and terminations.

Sally discussed what employers need to know to respond effectively to and properly investigate discrimination and retaliation claims. Her takeaways included:

• Complaints of discrimination should be promptly and thoroughly investigated.
• It is important that employees who make discrimination complaints be protected from retaliation.
• Implementing and enforcing anti-discrimination policies will strengthen company culture and promote a safe, healthy, and productive environment.