Leaning into Discomfort: Workplace Investigations & Equity, Diversity and Inclusion
Leaning into Discomfort: Workplace Investigations & Equity, Diversity and Inclusion
According to a new report on Experiences of Discrimination at Work, a collaborative study conducted between December 2020 and June 2021 by Environics Institute for Survey Research, The Future Skills Centre and The Diversity Institute, discrimination in Canadian workplaces remains a significant problem.
The study found that:
Three in ten women experience gender-based discrimination in the workplace.
Two in five racialized employees experience race-based discrimination in the workplace. This increases to one in two for Black employees.
Two in five Indigenous employees experience discrimination in the workplace because of their Indigenous identity. This rises to one in two for First Nations employees.
One in four employees with disabilities experiences discrimination in the workplace.
One in three young adults aged 18 to 34 experiences age-based discrimination in the workplace.
Given these findings, it’s no surprise that workplace complaints made on the basis of discrimination are on the rise.
Let’s look at what these findings mean for workplace investigations and how businesses can use the investigation process to improve diversity, equity, and inclusion in their workplace.
Understand the Problem at Hand
First, employers need to acknowledge and understand the nature of the problem. Discriminatory behaviours in the workplace are often rooted in unconscious bias and systemic inequities that can be difficult to see at a surface level.
It’s essential for investigators to:
Understand systemic discrimination and how it impacts the workplace.
Take a trauma-informed and anti-oppressive approach to their conversations with complainants and witnesses.
Use inclusive language.
Mitigate the potential for unconscious bias.
An investigative process that fails to take these elements into consideration risks perpetuating further harm.
Know That Your Equity, Diversity and Inclusion Efforts Will Matter Greatly to Internal and External Stakeholders
Investigators that are insensitive or uninformed about how discrimination shows up in the workplace will breed mistrust and scrutiny from internal employees and outside stakeholders.
With the significant progress that has been made in raising societal awareness of the impacts of discrimination, employers will be expected to do more to address it. They will be held to a higher standard.
Recognize That Workplace Investigations Involving Discrimination Claims Will Require a Specialized Approach
Investigating discrimination in the workplace requires several special skills and understandings, including:
The impact of intersectionality. Proper workplace investigations aren’t possible without an understanding and consideration of intersectionality (to learn more about intersectionality, review our blog What Role Does Intersectionality Play in Workplace Investigations?).
An understanding of best practices for policies and procedures related to diversity and inclusion, anti-harassment and anti-discrimination.
Systems and benchmarks for measuring diversity and representation in your workforce.
An understanding of how to train leaders in building respectful workplaces.
Employers must ensure workplace investigators are supported with the appropriate awareness and skills training necessary to bring an equity, diversity and inclusion lens to their investigation.
Consider Whether Complaints Involving Discrimination Will Be Best Addressed by a Third-Party Investigator
Mitigating bias is essential in any workplace investigation, but it becomes even more complex for investigations involving discrimination.
We are all susceptible to some level of bias, but third-party investigators are specially trained to rely on process and evidence and bring an extremely valuable neutral perspective. Using external support from a third-party investigator is often the safest and smartest way to ensure a workplace investigation is free from bias. To learn more about the risks of bias in workplace investigations, review our blog Addressing Bias in the Workplace: How a Third-Party Investigator Can Help.
Ultimately, identifying, addressing, and preventing discrimination in the workplace is essential for every business and conducting timely, thorough, and unbiased investigations will support those efforts.
The Workplace Investigation experts at Cenera bring decades of experience conducting investigations through an equity, diversity and inclusion lens. We also help businesses improve workplace anti-harassment and anti-discrimination policies, and we provide training on developing respectful workplaces. Contact us today to learn more.
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