In today’s workplace, ensuring employees feel safe and valued is paramount. Insights from a general counsel and an operations and technology manager shed light on effective strategies against discrimination and harassment. Discover how clear policies and practical help set the tone for a supportive environment, and why immediate action is crucial. This article compiles eight powerful insights from industry leaders.
- Set up a Clear Policy and Practical Help
- Conduct Regular Diversity and Inclusion Sessions
- Pledge to Be a Safe, Inclusive Environment
- Schedule Monthly, Confidential Surveys
- Apply a Zero-Tolerance Stance
- Maintain an Open-Door Policy
- Clarify Acceptable Behavior
- Take Immediate Action
Set up a Clear Policy and Practical Help
At my company, we support employees facing discrimination or harassment with a clear policy and practical help. We set up a straightforward reporting process so employees know exactly how to raise concerns without fear. We also have trained investigators who handle complaints with urgency and discretion. It’s not just about policy, though; it’s about action.
We offer access to confidential counseling through an employee assistance program. I’ve seen how this can make a difference. One colleague shared that the support they received after reporting harassment helped them regain their confidence and stay engaged at work. They felt heard and valued, not dismissed. This approach has had a ripple effect, boosting morale and showing that we don’t just talk about inclusivity—we act on it. It’s about creating a culture where respect is real, not just a slogan.
Dhari Alabdulhadi
CTO and Founder, Ubuy Netherlands
Conduct Regular Diversity and Inclusion Sessions
At LLC Attorney, we take discrimination and harassment very seriously and have implemented several measures to ensure we foster a healthy, safe, and supportive work environment.
One method we’ve adopted is providing regular Diversity & Inclusion sessions that encourage open dialogue and understanding among our staff. This essentially addresses any imbalances and misconceptions, preemptively preventing potential issues.
Secondly, we have a confidential reporting system in place, ensuring that anyone faced with discrimination or harassment feels safe to raise these matters without fear of retribution. This approach has dramatically improved our workplace atmosphere, registering a significant decrease in reported harassment cases.
Finally, as a strategic response to reinforce trust, we conduct regular follow-ups post-incident, reassuring the affected employees and indicating our continuous support.
This has resulted in overall improved employee morale and trust in the leadership. These actions are anchored in the belief that a supportive and respectful work environment begets a more productive, motivated, and happier workforce.
Jonathan Feniak
General Counsel, LLC Attorney
Pledge to Be a Safe, Inclusive Environment
Supporting employees experiencing discrimination or harassment is part of our pledge to a safe and inclusive environment at Alpas. We also implement confidential reporting, which helps every employee report incidents safely. Action is taken immediately, as we have an HR support team that is very well-trained in handling sensitive situations with care and respect. We also conduct regular workshops focused on inclusiveness, cultural awareness, and work environment etiquette to ensure everyone is informed of their rights and feels encouraged to speak out against discrimination.
By doing so, we have generated an environment of trust and safety where every single member of the team feels recognized and cared for. We have also benefited from a tangible increase in morale, improved intercommunication, and the emergence of a true company community since implementing these measures. Such an environment is conducive to well-being and strengthens our collective commitment to ensuring that every person treated in all healthcare settings is treated with dignity and respect.
Sean Smith
CEO & Ex Head of HR, Alpas Wellness
Schedule Monthly, Confidential Surveys
My company has a very inclusive employee range. And with inclusivity comes opposing ideas and thoughts, and a little bit of self-pride, as everybody wants to be in the commanding position. To minimize the effect of harassment or discrimination of any sort, I distribute a survey form at the end of the month.
I assure them that only I can see their personal information, and only I can access their answers. I try to solve the issues too through mutual conversations and make sure that the victim, in both cases, can be free of that fear and emotional turmoil.
Khurram Suhrwardy
Founder, Caption Easy
Apply a Zero-Tolerance Stance
At 3ERP, we take a zero-tolerance stance on discrimination and harassment, offering a confidential reporting process and immediate support for affected employees. Recently, we provided additional resources and counseling for an employee who faced discrimination outside the workplace, reinforcing our commitment to a safe, inclusive environment. This support has fostered trust and strengthened our team culture.
Ronan Ye
Founder, 3ERP
Maintain an Open-Door Policy
At Pheasant Energy, we prioritize a safe and supportive work environment by maintaining an open-door policy and a confidential reporting system for any discrimination or harassment concerns. Recently, we implemented regular training on inclusivity and respectful workplace conduct, ensuring all team members feel empowered to speak up. This proactive approach has fostered a culture of trust, increased team cohesion, and underscored our commitment to a workplace where everyone feels respected and valued.
Ryan Moore
Founder & CEO, Pheasant Energy
Clarify Acceptable Behavior
At Ozzie Mowing & Gardening, creating a supportive, inclusive environment is essential. Recently, one of our employees faced subtle but persistent discrimination from a client. When the employee confided in me, my years of experience in both customer relations and team management allowed me to address this swiftly and sensitively. I immediately held a private meeting with the client, clarifying that such behavior was unacceptable and went against the values of our business.
With my horticultural and customer-service background, I emphasized that we stand by our staff’s expertise and skills, and that every employee is an asset to the company. We offered the client an alternative if they wished to continue, making it clear that respect is a non-negotiable aspect of any partnership with Ozzie Mowing & Gardening.
The impact of this approach has been powerful, not only for the employee involved but for the entire team. The affected team member felt valued and supported, which boosted their confidence and engagement at work. More broadly, the team saw that their well-being is a priority, reinforcing a culture of trust and respect. This experience has strengthened our commitment to fostering an environment where everyone feels safe and empowered, which has had a positive ripple effect on morale and productivity.
This situation underscored the importance of my qualifications and experience in creating a workplace where both clients and employees are held to a standard of respect, leading to a more cohesive and motivated team.
Andrew Osborne
Owner, Ozzie Mowing & Gardening
Take Immediate Action
When someone on our team experiences discrimination or harassment, we act immediately. We prioritize a safe, inclusive environment by addressing issues head-on, offering support through open communication channels, and providing resources like counseling and guidance for navigating these situations.
This approach builds trust, helps retain skilled employees, and reinforces that every member of our team is valued. It has created a more cohesive, loyal team and a stronger company culture where people know they’re supported, which reflects directly in the quality and reliability of our work.
Blake Beesley
Operations and Technology Manager, Pacific Plumbing Systems