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SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
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Sally, an operations director, is frustrated with John, an employee on her team who uses foul language, publicly berates subordinates and demonstrates intimidating behavior toward co-workers. She prepares a final written warning for inappropriate workplace conduct, and because she wants the employee to understand how serious the situation is, she notes that John intentionally harasses people on the team and creates a hostile work environment.
Avoid Codifying the Damage
Avoid Using Mental Qualifiers
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