Some workplace discrimination claims are the result of broad-reaching company policies or the misconduct of those in leadership roles. When the conduct of owners, executives, managers or others in positions of authority put people at a disadvantage because of their innate characteristics, they could claim that they suffered discrimination.
However, many discrimination complaints relate to the conduct of employees and shift leaders. Businesses are often liable for acts of discrimination by their workers.
Anti-discrimination training that helps people recognize problematic behaviors and understand reporting procedures is an important means of limiting organizational liability. How often should companies conduct anti-discrimination training?
Regular training is helpful
Some types of training are mandatory under California state law. Specifically, workers and those in management must routinely complete training on sexual harassment, which is a form of discrimination.
Other forms of discrimination do not have similar state or federal requirements for repeated training. In many companies, training is only done during the onboarding process and whenever a worker moves into a new position.
Additional training can also be a means of addressing any complaints about how coworkers treat one another. For a large organization with diverse workforces, embracing routine annual or biennial training can help the company defend itself against claims that it ignored or tacitly allowed discrimination in the workplace.
Reviewing current training modules and company practices with an employment attorney can help business leaders determine if they have adequate protection from discrimination-related liability. Proactive attempts to limit liability for workplace abuse can go a long way toward preventing discrimination claims and litigation brought by former employees.