A good work environment is fundamental to the success of any company and its professionals. However, labor relations can generate several problems that place employees, at different hierarchical levels, in conflict situations. Perhaps the most serious of these is discrimination. In this management of the work environment, the organizational climate, there is an aspect that companies cannot control: the discrimination and prejudice of the employee himself and that are embedded in the personality, culture and creation of each person. It is a difficult or almost impossible feature to identify in the process of recruiting and selecting new employees. And often the prejudice takes time to come up or it comes slowly, almost imperceptibly. But sooner or later it ends up contaminating the environment and destroying the company’s efforts. In the end, nobody likes to work in a company full of prejudice and discrimination even if, at first, you are not their target.
When receiving a report of discrimination in the workplace, it is essential to make a thorough investigation of the facts, to understand what really happened. I have always been taught that every story always must have 2 sides. So I believe that in all cases in order to make any decision of which side to be on, we must understand the complete stories from different perspectives. Talk to the victim, the accused and possible witnesses, depending on the case described might be a good step to take. The more information you have at hand, the easier it will be to determine whether or not the situation characterizes discrimination in the workplace. If after doing my “research” on this case, I found that the company was really discriminating I would feel despise and despicable and would never accept that attitude because regardless if the employee was also wrong doing in the company, it is no reason to discriminate.
