Chapter 06

HRM Insight 6.3: Discrimination in the Workplace (pg. 161)

What actually happened to address this situation?

Background

In this example the business employed over 20% ethnic minorities compared to 10% in the local community.
Equal opportunities and harassment procedures were well established and the Team leaders and managers had all under gone equal opportunities training.
Equal opportunities briefing was built in to the induction for all staff.
The Team Leader was very experienced and no similar issues previously reported.

What happened?

An investigation was initiated and interviews conducted with the Team Leader, her colleague, the individual concerned and other operators on the line.
Whilst the statement from the individuals friend, recruited at the same time supported his allegations, other statements from established team members of differing ethnic backgrounds confirmed that the individual had been abusive to the Team Leader.
It was felt that firm and decisive action was necessary to deal promptly with this issue.
A disciplinary hearing with the individual resulted in a final written warning and him being moved to another line and separated from his friend.
He continued to be a difficult employee, but no actions warranted dismissal.
His temporary contract was not extended at the end of the season.
The manager spent time coaching the Team Leader to ensure her confidence was not undermined by what were regarded as false allegations and to ensure that she continued to use an appropriate management style with new recruits.
The HR professional in this case was instrumental in providing objective support and to fully document at all steps.

Oxford University Press, Online Resource Centre, Chapter 06.