Musings on Springfield and national origin discrimination and harassment

We need to talk about the false and xenophobic rumors about Haitian migrants eating cats and dogs in Springfield, Ohio, stoked by a certain Presidential candidate. Schools, universities, hospitals, and even city government buildings have been closed because of threats of violence. And it's reasonable to assume that Haitians legally working in the businesses in and around Springfield are facing unlawful harassment as a result. It's inexcusable.

Per the EEOC, "Title VII prohibits employment discrimination, including unlawful harassment, based on national origin — meaning discrimination due to a complainant's, or the complainant’s ancestors', place of origin. Harassment based on national origin includes ethnic epithets, derogatory comments about individuals of a particular nationality, and use of stereotypes about the complainant's national origin."

Here are 4 tips for all employers to proactively address these issues in your workplaces:

1. Implement Clear Anti-Discrimination Policies: Establish comprehensive policies that clearly define and include national origin discrimination and harassment. Make sure these policies comply with federal, state, and local anti-discrimination laws, and communicate them to all employees.

2. Provide Training on Cultural Sensitivity: Offer regular training sessions for employees and management on cultural awareness and unconscious bias. These sessions should educate everyone about respecting diverse backgrounds, languages, and customs and encourage an inclusive workplace.

3. Establish a Complaint Process: Develop a transparent process for employees to report instances of discrimination or harassment based on national origin. Ensure that complaints are investigated promptly, fairly, and confidentially, and that retaliation against complainants is strictly prohibited.

4. Promote Diversity and Inclusion: Foster an environment that values and celebrates diversity by recognizing cultural holidays, offering multilingual resources, and creating employee resource groups that support underrepresented groups. This can help create a sense of belonging and reduce discrimination.

Promoting inclusion and rejecting rhetoric rooted in hate isn't just a legal obligation — it's a moral imperative. A workplace that values diversity fosters innovation, trust, and success. By standing against discrimination and embracing inclusivity, employers create an environment where everyone can thrive, free from fear and prejudice.