Q. "An employee allegedly made a racially insensitive comment in the presence of a coworker. How should we respond?"
Answer:
You need to investigate the matter but your response should match the severity of the offense. (Check out the four basic steps of a harassment investigation here.) Sometimes, it is a single incident of someone being inappropriate. Other times, it may indicate a pattern of bias or behavior. And remember:
A racially insensitive comment could be considered harassment (unwelcome behavior that’s based on a protected class such as race)
Harassment becomes unlawful if putting up with it is a condition of continued employment, or if the conduct is severe or pervasive enough to create a work environment a reasonable person would consider intimidating, hostile, or abusive
If you find evidence of harassment or any policy violations, you should follow up with the offending employee
A mildly insensitive comment might warrant an educational conversation or warning, whereas ongoing racial slurs might warrant a final warning or termination, depending on the circumstances.
Document your findings and any disciplinary actions no matter how minor
Remember, even if the comment was not illegal, it is still unbiblical, so be sure to deal with it appropriately