Incident at work--could I have done more?

I work for a small company. As a department manager, I oversee a small staff. One of my staffers came to me the other day asking to leave early. She has a rental property that she's trying to sell. Apparently the tenants living in it haven't kept it in good condition, and my staffer wanted to clean it up to show to a realtor. Pretty mundane scenario, right? Then she mentions that her tenants are (ethnic group). "And you know how filthy all the (ethnic group) are, don't you?"

I told her that while I could not tell her how to think, I would not tolerate such speech in the workplace. I was fuming. This is not the first run-in I've had with this staffer. We've butted heads before on domestic violence issues--a pet issue of mine. I can't fire her because her work is actually very good. But she's the worst kind of bigot: the type that doesn't even realize she's bigoted. It drives me crazy.

I think my staff is some kind of karmic punishment--one's a fundie Christian; another is a RW libertarian type. These small things are sent to try us.

How can I drive home the point that ignorant and bigoted remarks are unacceptable? In short, is it possible to make this person think before she opens her mouth? Or am I just going to have to slap down the behavior every time it pops up?

she doesn't even think it's wrong.. so it doesn't matter what you say.

actually, it was a male Chinese immigrant vs. a female Korean immigrant and a fundie Christian Brazilian vs. a female Hindu. We ended up having an employment counselor come in and give them some sensitivity/descrimination training as a group. It was mandatory for the whole group if they wanted to keep their jobs, but it really was geared to those particular first 3 individuals. At one point, they had everyone list what type of groups they considered themselves part of - Christian, Parent, Husband, Single, musician, etc. -- nothing based really on ethnicity, so they could see they had things that were in common.

My hubby was the manager of this group and he said they all benefited from the activities. He had a problem with 2 of the people - both young white males who considered they were above needing anything like that. One doesn't work here anymore, the other one showed up for classes 2 and 3. The training went for 3 half days.

Is there a way that you could find a similar type counselor to come in and help her "see the errors" of her ways?

You can't make her change her mind. All you can insist on is that she not make those kinds of statements at work.

and open up a dialogue. There's a small chance you could educate her.

Just keep at it. Don't let the racist comments just go by. Point them out every time. And you do have the right to enforce standards in the workplace.

Sorry you're in such an environment.

I seem to have drawn the short straw when it comes to staff! There's often frank political discussion going on (usually in my office), and it's open and refreshing most of the time. No acrimony and few hard feelings, even when it comes to the lone freeper (not my staff!)

Although I must admit I probably hold the views farthest to the left. Hey, someone's gotta do it.

Seems like the employee might need a little talk with HR.

Also, does the person ever come into contact with customers? If so, and the person shows their colors (sorry for the pun) in front of a client/customer, then this opens the company to legal issues.

There are other things to consider than the quality of work done.

Slamming groups by ethnicity, religion, sexual orientation, etc., is bad business practice. It can alienate customers & co-workers. Even co-workers not in a particular "group" can be offended; I know I have been.

sensitivity and awareness, sexual harrasment, gay and lesbian/gender/domestic violence issues, racial sensitiviy, and so on for the entire organization is in order, so as not to single her out.

You acted very appropriately, and said what could be said. If you need some help in locating speakers and training on these issues, let me know; I have some GREAT resources.

display their poor attitudes in the work place. I assume you have the support of YOUR boss? You don't want to get yourself in a fix just to prove your point.

We have a detailed personnel policy that basically follows Title IX right down the line. One of the owners of the company is a lawyer who just received a human rights award. They are very switched on to these issues. I'm sure if I brought it up to them she would be disciplined, although I don't know how effective that would be. Again, we can't change her mind; we can only affect how she behaves when she is here.

"Harassment
Harassment on the basis of race and/or color violates Title VII. Ethnic slurs, racial "jokes," offensive or derogatory comments, or other verbal or physical conduct based on an individual's race/color constitutes unlawful harassment if the conduct creates an intimidating, hostile, or offensive working environment or interferes with the individual's work performance."

http://www.eeoc.gov/types/race.html

(Title VII in this paragraph refers to the 1964 Civil Rights Act).

there is all you need to shut this moron up.

tell her she can believe what she wants on her time but on company time she needs to respect the law as written and not put the company in jeopardy.

that you should follow. These laws cover sexual harassment as well as prejudice. Perhaps you could do some research on these guidelines. We have posters in my Government Contractor workplace that specify these things. A few posters might enforce at least a mum on the nastiness at work.

I googled workplace laws and got this website:

http://www.eeonews.com/radio/


EEO diversity training is something the government does all the time. Perhaps this website can give you some ideas.

Talk to your other staff about such incidents. If this
person feels free to be bigoted with her supervisor, then
she more than feels free to be bigoted with her coworkers.

If your company has a lawyer, then talk to him/her about
your options. If not, talk to a labor lawyer on the
outside.

Then slap down each incident and build a file on this
person.

You shouldn't have to tolerate that. I'm pretty sure there's
something in the civil rights laws that covers it.

continue. As Kaity stated you need to build a file to cover yourself. If it continues you need to let her go. Everyone is replaceable.

My company's employee handbook clearly states that employees cannot use language that is discriminatory against any race, gender, ethnicity, religion, age, or any other class under Title IX. If your company has a total of 50 employees or more, they are required by law to abide by Title IX regarding discrimination.

BTW, I feel for you. I manage a small department as well, and all of my employees voted for the idiot. One in particular is a rabid right-winger (and bigot too, surprise, surprise). She didn't understand why I was shocked when she used the word 'colored' in refering to blacks. "I've always used that word, I don't see anything wrong with it." UGH!

Peace,
Bella, who has perhaps 1 drop of black blood in her. But in the USA, 1 drop is all you need to be labeled 'black'.

That about sums it up. There is zero chance this person will learn anything. Keep good records of every incident; cover your ass at all times. Whatever you do, don't let this horrid bigot goad you into doing or saying anything stupid, or into self-righteous ("slap down"?) indignation. That won't serve you. Just bide your time, be a good, fair, mannerly boss, and when she's out of line, do your job. I think you've got to take the attitude of an adult who is dealing with a petulant child, basically.

Good luck!

a man that would make anti-Jewish remarks. Other people would tolerate it and frankly other than that I liked the guy. The first time he made a remark about Jews I said "Do you really feel that way? (With the emphasis on "really".) Other people were startled when I said this because he was a superior and in management at the Martin Marietta company and I was just a lowly checker -- checked prints for form, fit , and function--spelling that kind of thing. He asked if I was Jewish and I said no I wasn't but did he know that Jesus Christ was. That was the last anti-semtic remark he ever made in my presence.

She still doesn't get it about domestic violence. I have tried very hard to educate her (I'm a survivor) with literature, websites, and my own personal account, but she seems to have this cognitive block about it. She can't let go of the idea that victims invite the abuse. It's very frustrating, and I've given up. At least she knows better than to bring up the subject with me any more.

As Management. Don't mean to be harsh but business is business. Set the tone.

No excuse, I know, but it always pushes a button for me.

She mentioned that a neighbor was in a domestic abuse situation and made a comment to the tune that the victim "knows her husband has a temper; why does she provoke him?"

Yes, I should have kept quiet, but I tried to educate instead. I should have saved my breath.

I'm not afraid to put myself out there as a domestic violence survivor. In another situation, I was able to help a co-worker leave her abusive relationship. That might have been unprofessional too, but I'm not sorry I did it.

As a meddler, I must admit I've done the same sorta thing about a million times, for employees and clients (and an occasiona boss). The human(e) side of management is the only really gratifying part.

Deep down I know I should be more detached but...well, you know.

she may be baiting you as far as your personal issues go.

some really devious people are also really smart.

I would tell her that work is not an appropriate place to gossip about her neighbor and leave it at that.

It just sounds to me like maybe she is pushing your buttons and getting you into an emotional response state which can damage your professional demeanor, at least at the moment. She may even be a mole for a like-minded superior of yours. One thing I have learned about the workplace or any situation where money is involved is never underestimate how low people will go to move further up the ladder. The fact that she knows how you feel about these issues but continues to bait you tells me she has a motive other than just conversation.

She is very pleasant and competent--just woefully ignorant. About tons of things I don't even bother to set her straight about.

We are also a very small company--fewer than 30 employees. The usual office politicking and gossip goes on, but not the skullduggery one would associate with a larger organization. I report directly to the publisher (a committed progressive). There's no interdepartmental rivalry or competing supervisors with agendas.

I'm not saying you're not right on the money, especially regarding your other posts where you advise me to bring it to the attention of my superior, but in this case I don't think there's an ulterior motive involved. She's only part time--her choice, not mine. If she wanted my job, she'd have to work a little harder than that.

Some states, like GA where I live, unless there's a written employment agreement with the employee, you can fire them at any time, for any reason or no reason (e.g., "it's just not working out").

Can the person's sorry ass and hire someone equally as productive, but who's open mind isnt a drain to every one else.

Please document any remarks she makes: Date, time and circumstances ( who was present, where, context of conversation. blah blah).

I believe sometimes ( when I'm feeling in tune with the universe) that people are sent to us for a reason. It shouldn't be your job to raise these people - their parents obviously failed- but you can have an impact on them.

Put up diversity posters. Go to the library and check out any tape you can find dealing with prejudice and play it ( boooks on tape). LOUDLY. Find ways to subtly and not so subtly get your message entrenched in the workplace.

i am so sorry you have to deal with these goons, but :yourock: for standing up to them! Keep it up!

you don't want to document it and not do anything about it, because if you had a minority employee who felt harassed and you had this stuff on paper and it got in discovery but you didn't act you'd be screwed.

The employee has an established history of bigotry. Bigotry may not be illegal in in one's head, but it is illegal if exhibited in the workplace. The laws are clear.

Enforcement may be another matter. But this employee has raised a red flag. She has ASKED to have her words scrutinized and documented.
How would this be considered harrassment?

You do have to tread lightly but a judge is going to be more impressed if you have these instances documented than if you don't.

as mentioned.

However. What kind of judgment does this person have to rent to filthy people? Can she screen better?
Not to discrimiate at ALL.

Wish her better luck with her next tenants.

Backround checks. Or common sense.

Bigotry sux.

"Don't assume I share your prejudices"

Fire her ass. After all, companies have the right to do whatever they want, whenever they want.

As a right wing sycophant, I'm sure she will understand.

I pity her, though...she genuinely does not recognize her bigotry for what it is. She was taken aback when I rebuked her--as if she had never considered that her remark might offend someone.

OTOH, I don't believe NY is a right to work state, although our personnel policy does have a "discretion of management" clause.

The other posters in this thread have the right idea...starting a staff incident file right now. Incident will be documented. Too bad I had no witnesses.

I just love the irony of it. A conservative getting terminated because of a bunch of unfair bullshit that she supports.

responded to wrong poster -- sorry! :)

As in, "I'm being persecuted for merely saying what is in The Bible. They can't ban The Bible at work! I have religious freedom! I'm being persecuted for being Christian!"

Watch out for:

"My boss created a hostile work environment because every time I said anything, he harassed me with liberal propoganda about "tolerance" and against the biblical teaching that a woman should submit to her husband. I am being persecuted for being a Christian!"

Whatever you do, cover your ass.

You could also all wipe boogers on her telephone and keyboard when ever you've got a cold or flu. Then you could fire her for taking too many sick days.

And reserve a copy of -- possibly with her signature on it -- in her employment file.

As other folks have noted, there are established guidelines for dealing with this sort of thing from a management perspective.

I definitely recommend you consult with your higher-ups on this, to get guidance and also bring them into the loop on addressing the situation.

Don't think of it as a personal conflict with a bigot. To protect yourself, your staff and your company, you have to address the situation as a manager striving to maintain a proper workplace environment. Don't go it alone! :)



(edited spelling)

Follow your company's non-discrimination and harassment policies. Follow your company's discipline policies. Make yourself clear at every step of the way. If she doesn't stop, it may be necessary to fire her.

Usually they stop once they see that you're serious.

Drum Roll Please:

Define whether the person has a attitude problem OR a behavior problem. (Odds are it's both but ONE is driving the other.)

Givens:

You cannot cause an employee to change his/her attitude. (...Belief system, peronality quirks, etc.)

You can (and must, as a Manager) demand that the employee change his/her behavior. The sensetivity training mentioned above is probably the best way to confron this ( 'though most companies would be hesitant to pay for it...). Mandatory full staff training doesn't single anyone out (a legal-department style butt-covering move and a great start on the firing-process file if necessary )and gives all employees a heads-up on what is and is not acceptable.

Define what it and is not acceptable BEHAVIOR, put it in writng, present it to the employee in a non-confrontational manner -- think Zen Master-- and enforce it. Enforcement is crucial.

Good luck.

You need to write her up for this.

I share an office with two people. One is mildly conservative, the other is extremely conservative. The biggotry is very subtile and very veiled.

The worst part is they are both incredibly privledged, but view their place in the world as a result of their "hard work".

Around the election, it got so bad that I had to declare that if we were to continue to share an office, we need to stop talking politics. Since then, the environment has been much better.

IMO the work place is not the place for changing minds and winning hearts.

their way to success have wealthy parents who set them up after paying for expensive educations.

They doth protest too much.

you are in a unique position to start the "paper trail."

there are many effective techniques for dealing with these important issues in the workplace.

i've had employers literally set me up to fail (well that and i was recreating the movie "office space" on the job).

not to mention, if this person is non-revenue producing, your superiors will congratulate you on having the desire to "trim some fat."

shares her opinion. She'll be genuinely surprised to find out otherwise. Racism toward "the other" is so ingrained in so many people, they don't think about it.

When a new little girl showed up in my daughter's kindergarten class midyear, I was casually speaking with the the child's mother and asked if they were new to the area. "Oh, no," came the reply. "We were renting across town and were shocked that there were Mexicans at the school over there. They live in the apartments near the market. We got out as soon as we could." This comment from a lawyer whose husband is a public defender, made to a total stranger. They later became active in keeping a Boys/Girls club from opening in the area because it would bring in "riff raff."

These people have no problem hiring a Mexican housekeeper and gardener, though. Go figure.

:)

Make some comment about her ethnicity and see how she reacts to it. And if she says anything, then remind her of what she said earlier.

Ypu'd better be a Rockafeller if you pull that on an employee these days!

Staffer and I come from different backgrounds. Not radically different, but different enough to be obvious. She is deeply identified with her own ethnic group. The remark was made about another ethnicity, neither hers nor mine.

:-)

It should be on the poster that you are required to have posted about sexual harassment.

If the wrong person overheard such comments it could get your sued, in which case she becomes a liability rather than an asset, and you need to drive this home to her. Federal law is behind you on this one, I think.

"I told her that while I could not tell her how to think, I would not tolerate such speech in the workplace."

I dont think there is anything more you can do. She does perform her job well. All you can do is force this issue in the workplace. Sad to say.

If you live in a "right to work" state, then you can fire her at will. Even if she is a good worker, she sounds like a poisonous one. Get her out while you can.

follow through