Human Resource Blog

Gender Discrimination in Ohio

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Unfortunately, our Ohio company is in the process of trying to clean up some gender stereotyping that has started only recently. What are some best practices for helping to clean this up?

You are going above and beyond what many HR folks do when it comes to staving off sex discrimination in your company – so well done. Of course, it is the responsibility of your department to ensure that all employees are treated fairly in their place of work. However, so many HR departments are focused on defending the company against allegations that they do not do enough preemptively.

First, you should know that while women represent about 50% of the workforce, they are only in about 4% of the top executive positions. As such, it is important for all of your employees to understand that women are still treated unfairly as a whole. Here are some simple ways that you can help your employees treat one another fairly:

Make sure your employees are aware of Title VII. Title VII is the national document that helps to ensure that all companies treat all employees equally, no matter what race, age, religion, or gender they have. You can make this legal information available to your employees through regular training, posters, memos, and an employee handbook that they should all receive when they join the company.

Always lead by example. If your employees see that you not only treat them all equally, but that you respond promptly to any issues regarding complaints or concerns, then they will know that you not only care about what they experience, but that you are willing and able to take immediate action to resolve the situations as they arise. It is important for your employees to be able to trust you.

Create a company policy that complements Title VII. Like the information about Title VII, make sure that your company policy is available to all employees by posting the information on bulletin boards, the company handbook and memos.

Always make sure that when you make a hiring, a firing or any other change within your personnel, that you always have documentation that supports the decision, such as reviews, job descriptions and evaluations.