The harmful effects of racism in the workplace

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Two black men who worked at a paper mill in McClellan, California were racially harassed by co-workers and a supervisor. The company must now pay.

Papermakers Packaging Corporation of America Central California Corrugated LLC (PCA) and Schwarz Partners LP, which owned the manufacturing plant, will pay $385,000 and implement preventive measures to settle the racial harassment lawsuit.

The US Equal Employment Opportunity Commission (EEOC) has filed a lawsuit.

“This case should be a strong reminder that all employers have a duty to act quickly to end harassment and hate speech in the workplace,” said EEOC San Francisco District Director, Nancy Sienko, in a statement.

According to the EEOC lawsuit:

Co-workers and a shift supervisor routinely broadcast racial slurs over the facility’s radio system. Black employees were taunted with graffiti of swastikas and a makeshift noose. A shift supervisor drew a Confederate flag with the phrase “long live the Confederacy” inscribed on a workstation.

The company’s human resources department closed the investigation due to insufficient evidence without interviewing the alleged harassers, the EEOC said.

According to the settlement, defendants are required to:

Pay $385,000 in lost wages and damages for emotional distress to the two former employees. Revamp company policies and train employees on preventing and reporting racial harassment. Implement policies and procedures to facilitate prompt and thorough investigation of any future complaints of discrimination or harassment.

“As our nation continues to [deal] with the persistence of racial discrimination, we appreciate that these employers have agreed to quickly resolve this matter and provide meaningful relief,” Sienko added.

How can racism influence productivity at work?

Peter Spanos, an attorney with the law firm Taylor English Duma LLP in Atlanta, said the lawsuit against PCA and Schwarz illustrates the serious consequences that can occur if employers fail to investigate and act on workplace harassment.

“This shows why it is important for companies to provide preventive education and training to their supervisory and management staff,” Spanos explained. “It also illustrates how unnecessary comments and other workplace discussions can amount to unlawful harassment.”

A 2021 survey by the Society for Human Resource Management (SHRM) found that more than 2 in 5 (42%) Black workers believe they have experienced unfair treatment based on race or ethnicity at work in the workplace. over the past five years.

[SHRM resource hub page: Overcoming Workplace Bias]

Nika White, a Greenville, South Carolina-based anti-racism activist who runs her own diversity and inclusion consulting firm, explained that racial microaggressions are particularly problematic in the workplace.

“Many workers deal with subtle microaggressions that leave them confused, hurt, angry and deflated with no one to talk to because the ‘aggression’ seems minimal,” she said. “These seemingly small interactions that stem from stereotypes and assumptions have a lasting physical and mental impact, but are harder to identify and recognize, especially when workplaces exhibit institutional racism by not having policies and process to prohibit and punish racism.”

Racial trauma can lead to symptoms similar to post-traumatic stress disorder. This can lead to mental health issues such as anxiety and depression, as well as physical issues including stomach aches, headaches, and rapid heartbeat.

Racial inequalities in the workplace can also lead to lower productivity at work.

“Not only are those who are directly harassed demotivated, but others who differ from the general demographic of the workgroup may feel threatened, leaving them disengaged from the workplace,” said Francine Gordon, senior lecturer at the Leavey School of Business at Santa Clara University. “In cases where problem solving or innovation is involved, harassment can silence the targeted person, who may have the most to offer.”

Tips for preventing racism in the workplace

Spanos said employers can take several steps to reduce or eliminate unlawful racial harassment and discrimination. He explained that companies should:

Adopt clear and meaningful anti-harassment and anti-discrimination policies. Periodically provide anti-harassment training to the workforce. against unlawful harassment and discrimination. Provide employees with easily accessible ways to complain about alleged harassment or discriminatory treatment, including an “open door” policy. periodically to determine if there is discrimination or harassment. Take prompt and corrective action if an investigation reveals illegal conduct or conduct that violates company policies or mission statements.

“Formal and informal complaints should be taken seriously,” Spanos added. “A prompt and reasonably thorough investigation should be conducted in each case.”

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