Manager's Guide to Preventing Discrimination

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Company *

A posting says a warehouse job requires “excellent English-speaking skills.”
Under what circumstances could this requirement be considered discrimination? *

If most employees speak another language at home

If applicants with limited English apply in large numbers

If most of the employees within the organization speak English

If English fluency isn’t truly necessary to perform the job’s essential duties

You are hiring for a retail sales associate that will be responsible for standing for long periods of time, carrying items around the store and reaching high shelves. You're interviewing a candidate and notice they are using a cane.

Which of the following is an appropriate question to ask? *

"I noticed you are using a cane. We want to make sure this is an inclusive environment for you. May I ask if your condition is temporary or permanent?"

"This role requires standing for extended periods and moving items to high shelves. Are you able to meet this requirement with or without accommodation?"

"I noticed you are using a cane. Will that affect your ability to do this job?"

"We work in a fast-paced environment. Will that be difficult for you?"

Which of the following is an appropriate question to ask during an interview? *

Where does your partner work?

When did you graduate high school?

What is your earliest start date?

What is your current salary?

The best hiring practice to minimize bias is to: *

Rely on your intuition or “gut feeling”

Base decisions on objective job-related criteria

Let a single person make all hiring decisions in order to ensure consistency

Hire candidates who “fit in” best with the team

The law requires equal pay for employees who: *

Perform substantially similar wok

Have similar personalities

Work in the same department, regardless of job duties

Only hold the exact same job title

An employee asks for a short break during the day to pray. What is the best way to respond as a manager?
*

Have an open conversation with the employee to identify needs and possible accommodations

Deny the request immediately because break times are structured to ensure every employee receives an equal amount of break time.

Ask for proof of the employee’s religion

Tell the employee to use their lunch break instead

One department consistently receives most of the company’s Employee of the Month awards.

Under what conditions could this signal discrimination?

If that department has the largest number of employees in the company and therefore more chances to be nominated

If the selection process unintentionally limits recognition opportunities for employees within a protected class

If there is a financial bonus included in the reward

None of the above - It could not be considered discrimination because its unrelated to hiring or firing

An employee reports a coworker’s offensive comments, but the manager ignores it because the employee “complains a lot.” What should the manager's initial response have been instead?
*

Issue a written warning to the coworker regarding their offensive comments

Hold an supportive conversation with the employee to coach them on how to resolve the conflict on their own

Provide training to the whole staff to interact more respectfully with each other

Investigate the concern promptly

Which of these situations might be at risk for being considered unlawful discrimination? *

Terminating a position based on change in market demand

Terminating an employee recovering from surgery because they need too much time to return to full duties

Terminating an employee for ongoing performance issues after multiple documented warnings

Terminating an employee who communicates bluntly with customers and coworkers despite coaching on professionalism

All of these are best practices for discipline and termination EXCEPT:

Observe employee performance and behavior and don’t allow inappropriate conduct to continue.

Clearly communicate expectations, as well as consequences if expectations are not met.

Enforce policies consistently based on employee history, intent, and severity of the issue.

When issues arise, prioritize a quick investigation over a thorough one.

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