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AUGUST, 2018

HR
INDUSTRY INSIGHTS

How to Eliminate Workplace Discrimination with HR Technology

With such a diverse workforce in today’s business landscape, it’s easy to believe workplace discrimination is a thing of the past. However, according to the Employment Opportunity Commission (EEOC), there were 84,254 charges of workplace discrimination filed in 2017 alone, which resulted in 184 lawsuits filed. The agency also reported $398 million in funds for victims of discrimination in the private sector and state and local government workplaces.

With discrimination claims on the rise, employers need to be proactive with their strategy of terminating bias in the workplace. Employers can use tools within HR technology for more than just processing payroll and onboarding employees; they can also combat bias in a company’s culture. Here’s how to eliminate discrimination with HR technology during four stages of the employee lifecycle.

1. Recruiting

Discrimination in hiring has been an ongoing issue for both job seekers and hirers, whether it be about age, race, sex, or education. Just reading a name on a resume can result in immediate judgment made without even interviewing the applicant.

HR technology platforms can generate reports using fields such as sex and age to show the socio-demographic makeup of your workforce. Executive-level managers can then monitor applicant reports for common patterns to make sure managers are not discriminating during the hiring process. These reports can be housed in a unified system for easy access by multiple users.

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2. Onboarding

Providing employee handbooks during the onboarding process will set behavior expectations for new employees from day one. Employee handbooks help to administer company policies for all employees, regardless of their role in the organization. Furthermore, it is important for managers and HR staff to reinforce these policies so all employees are being treated equal and held to the same standards.

HR software allows you to store electronic versions of your employee handbook and employees can even esign when they receive their handbooks. Having these documents and activities saved in a centralized database makes it easier for managers to gather information if a discrimination claim is filed.

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Why Handbooks are Important:

Use your handbook to set the tone of your company’s culture, as new hires with poor onboarding experiences are twice as likely to find new jobs.

3. Training

The most frequent type of discrimination that appears in terminations and failure-to-promote cases is ageism. To help eliminate age and other prejudice allegations, employers should have an organized training structure on diversity.

HR technology allows you to manage your employees’ training modules in an online database. This gives employees the option to complete training at their own pace, especially for those who miss in-person sessions. Some platforms even send alerts notifying users to complete their modules, ensuring they are current on workplace diversity training.

4. Performance

Regardless of the policies you establish for fair performance evaluations, employees may complain their assessment was inaccurate for discriminatory reasons. A workforce management system with online performance reviews grants employees the opportunity to first evaluate themselves using the online system and gives employers a better understanding of an employee’s thoughts about their personal performance.

Performance reviews also make it easier for employers to align more with how their employees are progressing in their roles. With instant access to information like performance goals, pay rates, and promotion history, there can be an open discussion about employee performance for a more positive work environment.

Poor Performance Tip:

For poor performance terminations, it is essential to continuously update employees’ personnel files such as attendance records, warnings, and disciplinary actions.

Bottom Line

Discrimination management should be at the forefront of every HR department’s strategy as it won’t be going away anytime soon. Even in 2017, roughly four-in-ten working women in the United States faced discrimination in the workplace.

Whether your organization is already conducting diversity training sessions or implementing electronic performance reviews, it’s important to always be mindful of what’s going on in your workforce. Be sure to utilize the HR tools already at your disposal or evaluate what type of platform you need to help eliminate discrimination in your workplace.

How APS Can Help:

APS offers a core HR solution that makes it easy to track and manage performance reviews, recruiting, onboarding, and training all in one centralized location. Manage employee information in a few simple clicks and make performance decisions based on real-time data.

For more information, please visit www.apspayroll.com or call 855-945-7921.

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