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

 

Has your staff had Harassment Prevention Training? We offer online, ministry-specific training to make it easy for your organization to stay compliant!