Top 7 Strategies for Employers in India to Mitigate the Risk of Discrimination Claims

The ever-changing workplace dynamics present considerable challenges for employers in India when dealing with diversity and discrimination cases. It is crucial for leaders to apply measures that will assist them in reducing the risks of such claims. 

Cases like this can impact the reputation and morale of the employees and the employer's legal position. This blog discusses a few effective employer strategies to mitigate the risk of discrimination claims in India.

7 Effective Best Practices to Know

Discrimination cases often arise because employees are discriminated against on the grounds of gender, caste, religion, disability, and so forth. 

Here are the top seven strategies that can help employers curb the risk of discrimination in the workplace.

1. Monitor Workplace Behavior and Implement Accountability

Developing anti-discrimination policies is not enough; the behavior in the workplace should also be monitored to ensure that these policies are followed. This involves tracking interactions during meetings, checking the feedback during performance reviews, and ensuring that all staff members are respected.

The employers should also implement mechanisms to ensure that the perpetrators of discriminatory actions are brought to book. Clear consequences for violating anti-discrimination policies should also be outlined to reduce future violations.

    2. Conduct Regular Diversity and Sensitivity Training

Diversity and sensitivity training programs should be mandatory across intervals. This minimizes the risk of conflicts due to issues like discrimination or harassment on discriminatory grounds. 

These programs should address essential points such as awareness about the significance of inclusivity, acknowledgment, and the removal of unconscious bias.

    3. Develop Comprehensive Anti-Discrimination Policies

Employers should develop and implement a zero-tolerance policy in the workplace. This policy should ban discrimination, harassment, and victimization within the organizational system. 

It should also equip and inform all employees on how to behave to establish respect and a culture of diversity, as well as outline the steps that employees can take if they feel discriminated against.

    4. Promote Diversity And Inclusion during Recruitment

An organization that prioritizes diversity and inclusion in recruitment minimizes discrimination claims. Consequently, employers are expected to develop all-inclusive recruitment strategies, favoring applicants from different backgrounds by removing bias from job descriptions, interview panels, and selection criteria.

    5. Implement Transparent Reporting and Resolution Mechanisms

To decrease the probability of a discrimination complaint, the employer should implement a reportable mechanism that is confidential, accessible, and with explicit provisions for the future course of action. 

A well-designed grievance redressal mechanism shall ensure every complaint is taken seriously and dealt with promptly.

    6. Foster an Inclusive Corporate Culture

In addition to policy and training, an inclusive corporate culture can help minimize discrimination claims. Leaders should promote respect for all diversities and encourage cross-cultural collaborations. 

Different programs, activities, and initiatives can be utilized as a platform to improve the visible impact of diversity in day-to-day organizational duties. 

    7. Keep Up-to-Date with Legal and Regulatory Matters

Employers should stay current with all legal and regulatory provisions that apply to and regulate discrimination and harassment in the workplace, as well as with the most recent changes in the legal provisions. 

The employer should ensure that the policies and practices remain updated and compliant with the regulatory framework. 

The Bottom Line

Discrimination should be eradicated from the workplace. Active policies, continuous education, and a high level of commitment to diversity and inclusion are key to achieving that. 

With these strategies implemented, companies will be protected from the risk of a discrimination claim and foster an inclusive environment that yields favorable outcomes.